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What Are You Doing to Foster Employee Engagement?

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By Roz Bahrami

A year has passed since the shocking Gallup Research “State of the Global Workforce” report that showed only 13 percent of employees around the world are actually engaged in their work.

This report hit most human resources departments like a hammer, but the follow-up question begged: “What can be done about low employee engagement?

It’s an acknowledged premise for success in any organization that engaged employees contribute far more than than those who are disinterested and distanced from their tasks. Everyone covets the workers who will happily go the extra mile for the cause, put real passion into their work, and be profoundly connected and loyal to their corporation.

The problem of engagement is not easily solved because the source of disengagement isn’t necessarily linked to the workplace itself. Employees don’t remove their personal problems with their coats when they start their shift. Working through personal problems and trauma at home still weighs heavy as they try to focus on the work at hand.

Acknowledging that issue is one part but, there is still a reality that it may actually be the workplace environment itself that isn’t working to engage its employees. Many HR departments want to put programs in place to increase engagement, but the issue inevitably is the means to measure their success.

Despite these challenges, real change can occur.

How to Foster Employee Engagement

Focus first on establishing an atmosphere of engagement right from top managers, stressing the importance of empowerment and respect for employee ideas.

One of the biggest factors that can contribute to engaging employees is communication. Employees want to know more information and have greater context on how their performance ties in with the company’s overall goals as a whole. They want to know that the job they are doing actually has an impact. Also, few people in your organization are more aware of the shortcomings of corporate procedures than those who must follow them. Give them a chance to speak regularly and contribute to positive change.

Pay attention to hiring to find managers who focus heavily on mentoring and coaching as opposed to dictating. All of the Gallup research comes back to the reality that corporate engagement begins and ends with effective management.

Work with your team of managers to build engagement opportunities and implement follow-up strategies so employees can see that their contributions and ideas are being treated with respect.

Weekly meetings, strategic brain-storming sessions, and spontaneous one-on-one meetings keep managers closer to their staff and also keeps employees engaged.

Let us know what you to to foster employee engagement or other great ideas you think we missed.

Author Bio:    Roz Bahrami is a blogger for https://SkyPrep.com, an online training software for companies to train employees and measure results. Roz is a regular contributor to blog posts related to corporate training, L&D and HR technology. Visit her personal blog at trainingconnoisseur.com.

Featured image via Flickr CC: Kevin Dooley

Managers Need to Formulate a Strategy

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Chess SuccessBusy managers are like busy mothers.

They get it from the top (spouses, in-laws, and teachers) and they get it from the bottom (kids).

Just like time-strapped mothers, busy managers are ground zero for everybody’s problems, including supervisors, owners, employees and even customers.

Think about it. No irate customer ever says to a surly employee, “I want to speak to your colleague!”

Moms Have All the Answers

Well, moms may not have all the answers, but they have all the answers to a busy manager’s problems.

If busy managers want to stay focused and in control amid all their responsibilities, taking cues from busy moms is a good place to start.

Let Them Eat Cake

When the kids are inconsolable after a loss of a big game, moms know just what to do.

Whip out the cake mix. Nothing makes a kid smile faster than a waft of chocolate cake baking in the oven.

Beleaguered managers trying to placate dissatisfied customers so they can get on with their day need to adopt the same strategy.

Pull out the treats and lay on the icing. Everybody likes “free.”

Simply commiserating with the customer’s trouble and quickly opening up the candy jar (of free products, services, etc.) will oftentimes turn an unhappy customer into one willing to take the treat and run.

Given that every business deals with unhappy customers from time to time, the manager can head-off minor issues before they become major problems. In order to be in control of your business situation, check out the article “7 Tips for Busy Managers.”

Teach Them to Fish

Even busy moms secretly love to be needed.

The sweet sound of, “Honey, where’s my tie?” or “Mom, have you seen my hamster?” is enough to melt a mom’s heart.

But she’s also smart enough to give her needy family enough tools so she can hide in the tub with a juicy novel when necessary. Show me a mom with a new bottle of bath bubbles and I’ll show you a kid with a new hamster cage.

Busy managers need to empower their staff to make decisions independently when the manager is not around or can’t be disturbed.

Teaching decision-making skills to underlings not only frees up the manager’s time so they aren’t pestered by small nuisances, but it helps to bolster employees’ morale and sense of worth in the workplace.

(This sense of worth, by the way, has been scientifically proven to enhance employee engagement in the workplace.) This is not delegation.

This is empowerment on a deep and meaningful scale that can lead to higher productivity levels in the department for which the manager can take partial credit, along with their staff.

Give Away the Answers

Busy moms are masters of organization and communication. Busy moms receive a white board as part of their initiation into motherhood, which are hung where everywhere will see it, right next to the refrigerator.

The white board contains all the info the family needs.

What needs to be bought on the next grocery store trip, what time mom will be back home, when the baseball try-outs are, and how many days are left until Christmas.

Busy managers can give away the answers by keeping their bosses in on the loop. Instead of waiting for a request for a status report, email weekly updates to the boss.

Rather than being called in to a long meeting for a short 5-minute presentation, print out a 5-slide PowerPoint presentation with the information and ask the secretary to hand it out in your absence. Giving away the answers ahead of time saves busy managers from losing ground during a hectic work day.

It could be argued that moms invented the skill of managing.

It’s not a stretch to see how managers can benefit from the lessons of mom.

Photo credit: BigStockPhoto.com

About the Author: Kate Supino writes extensively about best business practices.

Engineer a Better Company Culture

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Company culture has a big impact on how your company runs, who works for you and even who stays with you.

Your company culture should reflect your company’s beliefs, its mission and even its employees.

Think about it, those who work for you, represent you and your company. You want the company culture to do the same.

So when you are hiring, do you try to match your employees to your culture? Do you consistently try to improve the culture of your business, to make it more efficient, more magnanimous, and more financially successful?

Often, those finding their spot in the corporate world consider corporate culture during the job hunt.

Remember, the people you are interviewing are interviewing you as well. They want to work somewhere that reflects them, their values, and their goals.

Are You Employees Truly Happy?

The happier someone can be at work, the more successful they can be as well.

Whether you are hiring engineers, writers, attorneys, you name it – they are all looking for a positive work environment and for many, corporate culture can be a deciding factor.

As the following article looks at, let’s stick with our engineer example and think about why many top engineers choose company culture over big names.

And remember, it’s not just engineers, but many potential hires who have a lot to offer.

Look at factors like:

  • Pride – You want to create a company culture where your employees take pride in what they do. The more pride and value they have in their work, they harder they’ll work. As an employer, show they are valued.
  • Trust – It’s important for your employees to be in a trusting environment. Here they can feel free to share ideas without feeling threatened. The more ideas consistently flowing, the more successful ones you’ll have out there. Engineers, like any other employees, need a trusting place to work and have their best foot forward at all times.
  • A place to be themselves – Perhaps your engineers don’t want to have to wear the business attire that your sales people wear. Maybe their hours could be a little more flexible. If your culture allows them to be themselves and not try to emulate everyone else there, they can be more successful.
  • Build on what works, let go of what doesn’t – Some things you do are going to be great and your employees will thrive. Others won’t. If you find your culture is more successful and employees happier with less mandatory meetings, let some of the meetings go. If it works for you to have team-building events and you see more success and productivity flowing afterwards, go for it.

You will find that what your company stands for will be reflected in your culture.

It should come naturally because you can’t turn something into what it’s not. If your company’s culture does reflect its values and mission, great hires who fit right in will be drawn to you.

Think about the saying, “If you build it they will come.”

That applies not only to baseball fields, but company culture, too.

In fact, sometimes company culture can even trump those big name guys.

About the Author: Heather Legg is an independent writer who covers topics related to small business, social media and working from home.

How to allow new leaders to thrive

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By Roz Bahrami

The goal for any growing company is to allow core employees to take on leadership roles. Ensuring that these new leaders thrive in their positions and motivate and help other employees is not always the easiest task.

Here are some tips that can help newly advanced employees thrive in their leadership roles.

Promote more than one

Promoting more than one person is a great way to support a rising leader. Allowing peers to go through the process together allows the new leaders to feel more comfortable without being alienated. Learning and supporting one another are key criteria for leadership.

Training

Providing leadership training is a great way to make a recently promoted leader feel more comfortable and confident. Having leadership skills is not an inherent skill for everyone, but providing training allows the employee to not only improve their own skills but also become a more valuable member of your organization.

Constant communication

Communicate the goals and values that your organization strives to achieve, and your new leader’s task will be easier. It is easier to know where you are taking an organization in the long run when the map is already handed to you.

Check-ins

Receiving constant and frequent check-ins allows the newly promoted leader to feel supported without feeling too pressured. An employee who feels they are valued by an organization, because so much time is being spent on them, will work harder.

Feedback

Constructive criticism is the best way to allow an employee to grow, and develop on his or her own.

Allow for failure

Doing a specific task without guidance and failing allows you to learn the skills moving forward. Allowing employees to try methods that fit their needs without being worried about failure and recrimination will help them to flourish.

Show their value

Allowing your newly promoted leader to find their value by voicing their opinion and providing input creates great confidence. Focus on getting them to contribute to a strong and supportive company culture, and you will ensure more initiative is taken.

Give work

By assigning work to your newly delegated leader, you will not only learn how your employee does work but will also give them the confidence that their contribution is valued.

Share your experiences with us regarding a new position you’ve had to deal with in your organization. Do you believe these tips will benefit a new leader?

Author’s Bio: Roz Bahrami is a blogger for SkyPrep.com, an online training software for companies to train employees and measure results. Roz is a regular contributor to blog posts related to corporate training, L&D and HR technology.

When is it time to hire your first employee?

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You’re a solo entrepreneur. Business is doing well, but you are burning the candle at both ends and your family is no longer pretending to expect you at mealtime.

That’s no bueno.

It might be time to consider hiring some help.

You Might Need to Hire Some Help If…

  • Your customers are seeing you less and less (especially if you’re in the consulting business).
  • You are doing tasks that aren’t in your sweet spot of skills (hello accounting, graphic design).
  • You are spending 100% of your time putting out fires and no time planning your business (recipe for disaster).

Think about the last month. Do any of the items above resonate with your schedule? Then it’s worth at least exploring whether you’re ready to handle hiring someone.

You’re Ready to Hire Help If…

  • You are prepared to delegate work and manage another person.
  • Your profit margins can support the investment. (Consider salary and benefits.)
  • You’re mentally ready to fire the person if it isn’t working out.

If you feel comfortable with the items above, you can move to the next step, which is defining your biggest need and writing a detailed job description. This might be the hardest part, because you may need skilled help in multiple disciplines.

Time to sit down and gut check what you really need. How many hours worth of work do you need for each task or skill-set? Maybe you don’t even need a full-time person.

Some Alternatives to Hiring a Full-Time Employee

  • Virtual help, virtual assistants – there are tons of resources out there for virtual employees. They can help with tasks like scheduling appointments, copywriting/editing, and more.
  • Part-time help – you could consider hiring someone for a few hours a week. See if it’s working out, if you’re comfortable delegating responsibilities, if it’s helping you get more business.
  • Freelancers – hiring a freelancer is a great way to accomplish a one-time, defined project. Be sure you specify, up-front, exactly what the job entails and what the delivery date will be. Get a signed agreement.

Have you been thinking about expanding your business?

You’ve got to spend money to make money. Don’t be afraid to invest in your business and yourself.

Author’s Bio: Rosemary O’Neill is an insightful spirit who works for Social Strata — makers of the Hoop.la community platform. Check out the Social Strata blog. You can find Rosemary on Google+ and on Twitter as @rhogroupee

 

Manage better by knowing the “why” behind your favorites

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By Lindsey Tolino

Have you heard you shouldn’t play favorites with your employees? Do you try to be fair, but try as you might, there are still some employees you can’t help but favor?

‘Playing favorites’ has always been condemned as poor conduct. I’m not here to tell you that you shouldn’t play favorites. I’m more interested in why your favorites are your favorites and how that can help you manage your business.

We are logical beings and even if it’s not immediately evident why someone is your favorite, on some level you have a reason for it. It’s important to get down to why someone is your favorite because the more you know why, the better you can manage your business.

Let’s look at an example

Say you have three employees – Bob, Julie and Sam. Bob and Julie are your favorites. Sam isn’t. When you think about it, you discover Bob is your favorite because he is fun to be around, easy-going and is always smiling. You realize Julie is your favorite because she does a significant amount of excellent work to keep the business going. You’ve remarked before that you wish you had ‘three more just like her.’

But Sam isn’t your favorite. You realize it’s because Sam is always cautious, weighing pros and cons and discussing the difficult practical steps that your vision will require. This rubs you the wrong way because you feel like Sam is always trying to shut down your dreams. But when you think about it further, you realize that some of Sam’s cautious actions, like getting that extra insurance, have protected your company from what could have been a disaster.

The way to crack the code

In this example, you can see the value of examining why your favorites are your favorites. When you discover the “why” behind your favorites, you may recognize the value that some employees offer that you hadn’t noticed before. This may cause you to respect their opinion and value their contributions, which is far better than just going with how you felt about them previously.

It’s easy to say ‘don’t play favorites.’ It’s much harder to actually not do it. The way to crack the code and actually not play favorites is to dig down into why certain people are (and aren’t) your favorites. When you discover the “why”, you may not have to worry about ‘playing’ favorites because you value everyone for their unique contributions.

The dark side

Let’s go back to the example and talk more about Bob. Bob is fun to be around, so you don’t want to lose him as an employee. But when you really think about it, you realize that Bob hasn’t really done his job. Furthermore, the work he does do isn’t that good. You’ve justified keeping him on payroll because he’s good for morale. After examining why he was your favorite, you realize that he may not be the best fit for your business.

Digging into why your favorites are your favorites may not always come up roses. You may realize that you need to make changes and that can be hard. But examining the ‘why’ will lead you to discover what is best for your business. I recently watched this video where Barbara Corcoran explained how firing the bottom 25% of her sales staff was best for the business and actually what was best for them. Just because it may lead to hard decisions doesn’t mean you should abandon digging into the “why.”

Dig in, it’s best

Your business runs on your management. If you know why your favorites are your favorites, it will enable you to better manage your business. Dig in to your ‘why’ today and change your management accordingly. It’s what’s best for your business.

Author’s Bio:Lindsey Tolino is small business management consultant that uses her intentional creativity to make businesses better. She serves business owners with her words at ToBusinessOwners.com. Follow her on Twitter @LindseyTolino or connect with her on Google+.