5 Keys to Maximizing Employee Engagement

January 31, 2019 by  

Most corporate HR mangers make it a key focus to find ways to maximize employee retention and productivity. However, they are often finding that working toward that goal is getting harder than ever. Organizations certainly want to keep their prized people, but they sometimes discover that those individuals are itching to leave. Perhaps that’s a product of today’s economic and technological landscape – because currently the competition for talent is fierce, and the next job opening is just one mobile app or web search away. It is not surprising that retaining employees can be quite difficult. That is why figuring out effective ways to maximize engagement and satisfaction is so key.

According to a recent survey data, 57% of working people plan to look for better positions.

The reasons are: more money (cited by 48 percent of respondents), better career advancement opportunities (27 percent) and boredom or job dissatisfaction (9 percent). This situation isn’t likely to change anytime soon due to the current job climate.

There are a few key steps that can help companies regain employee engagement and workplace stability.
1. Manage early interactions at your organization:
The most important week on a new job is the first one. New hires should be welcomed upon arriving in the workplace and made to feel like they belong and fit in. This will go a long way toward keeping them engaged long-term.

2. Provide growth opportunities
People are more likely to stay in their jobs if they have the chance to be promoted, acquire greater status, have more responsibilities, and earn more money. Offering these sorts of opportunities can make a huge difference in employee engagement and reduce turn over.

3. Monitor job satisfaction
Managers should regularly observe their employees and gauge their happiness levels. If satisfaction begins to decline, the HR manager should be willing to intervene quickly and identify ways to ameliorate the situation and improve the employee’s experience in their job.

4. Maximize loyalty
How committed do people feel to their jobs and the organization? Are they given rewarding work that they have been well trained for and feel that they can do well? So they know what is expected of them and how they fit into the big picture of the company? If so, people feel more loyalty in their positions so are less likely to leave. In addition, employees need to feel valued so acknowledgement of their contributions is also essential to them wanting to stay. This is an important mindset that companies should strive to attain.

5. Develop great leaders
Great leadership is the key to any business’s success. Effective supervisors/managers are perhaps the most important factor behind the outcomes of a work team, therefore companies should do what they can to develop effective successful leaders and help them to be able to motivate their employees by example. Leaders need to be accountable, excellent communicators and models for the sort of behaviours and attitudes they wish to see emulated by their team members.

If you follow the keys described above, you will be more likely to have a successful long term business with happy, productive, efficient, creative, and long-term employees.

Important Tips on Loyalty and Leadership

July 22, 2017 by  

Leadership and loyalty are two elements that can certainly go together in any organization…..in other words, if you demonstrate good leadership, you will engender loyalty in your people because they will be happy following you and being a part of your organization.
Here are some tips to ensure that you are an effective leader who fosters loyalty because you have created an internal architecture that encourages, supports, and respects the members of your team so that they feel appreciated, challenged and happy. When that happens you will have higher performance, more efficiency, productivity, and creativity……all good for the bottom line!

Try to Overcome fear in order to perform at a higher level:

Don’t suffer from “small pie” disease, as this leads to fear and inaction among your team members. There is always enough to go around so don’t be afraid to share and you will be enriched by that approach many fold.
Continue to feed your mind good stuff. In other words, make a habit of reading uplifting and inspiring articles at the beginning of each day, instead of diving straight into business emails or social media. Starting with more positive thoughts will set you on the right track for positive outcomes.
Reduce the negativity in your day. You can accomplish this by writing down the sorts of media you are consuming and how long you spend on it. Once you have done that, then, you can reduce the time you spend exposed to negative and stressful media and increase the positive and inspiring options available.
Earn validation. Record positive memories of times you succeeded and keep them where you can read them easily and often. That way, you can revisit them to build and maintain your self-confidence and self-esteem.
Constructive Criticism can be beneficial. When criticism is delivered in a constructive, exploratory, and supportive manner, the information can give the individual the opportunity to learn from their mistake, fix the resultant issues and consider other options for future situations so that the mistake is not repeated.
Try to follow both your purpose and your passion. This can be done when you align your work activities with your core values, as well as with the sort of word that you love. When that is accomplished, you will have a greater impact on your outcomes and hence will be more successful and happy.

Foster growth at your company:

Be a big picture thinker. There are several types of business owners: dabblers, dreamers, and leaders in pursuit of excellence. The future belongs to the learner who believes that they should continually improve their ability to lead with effectiveness. Leadership, to a large degree, is an ongoing process and the best leaders invite input from their team to find out how they are doing so that they can improve in areas of weakness.
Marketing creates awareness. Attracting customers and sales happen when you have gained the trust and loyalty of prospects who have experienced your product or services and found them to be reliable, consistent and worthwhile. This takes time, effort and cooperation from all the team members who are in contact with your ideal market. The better your people are trained and supported, given a measure of autonomy and flexibility to under-promise and over-deliver, the more repeat business and even referrals you will receive.
Determine your ideal market. Instead of espousing a desperate, take-all-comers outlook, position your company to take only the best, most appropriate clients/customers who allow you and your team to deliver your best work. That, in the end, will actually lead to more great clients and enjoyable work. In addition, it will be a better use of your prospecting time, especially if you have done your homework well.
Hone your elevator speech. Who wants to listen to something that is not truly relevant to them? Instead, develop a great brand identity that is true to who you are, then talk about it, model it and have your people do the same when they are interacting with prospects.

The road to the successful leadership of your employees:

What makes them happy? Consider why employees stay with you. Do they take pride in their work, enjoy serving customers well or just like being part of a great team? If the answer is yes to all of those questions, then you are likely doing a great job. Happy employees are more productive, efficient, and creative. In addition, they are sick less often and less likely to leave a job that they enjoy. So if you have a lot of turnover, many sick days and a general apathy in your work environment, you need to examine your leadership style and the way your run the culture of your business and try to rebuild it so that your people are happy, challenged, appreciated, supported and encouraged. This could require you to be more of a mentor, offer more autonomy, opportunities for training and advancement, as well as explaining more clearly their exact roles and responsibilities so that they truly understand just how they fit into the “big picture”.
Respect the contributions of your employees. Consider going out on jobs to learn exactly what your workers do. With this deeper understanding, you can then show respect by setting appropriate policies and rewards that reflect that understanding. In addition, the acknowledgment of those contributions goes a long way to making individuals feel appreciated and valued in their positions.
Convert your goals into reality. You can accomplish this when you involve your people collaboratively to recast the company’s goals. When they feel they have a stake in the decision making and then the outcomes, they are more likely to buy into both the process and results because they helped design the process. It is much easier to get workers invested in a cause that they embrace. Therefore, there will obviously be a much better chance that those goals will become reality when “all hands are on deck” toward that end.

Explain the big picture. When you show workers how supporting the cause will grow sales, improve outcomes and reap rewards for everyone, it is likely that that will also create a better, more productive work environment with fewer problems and conflicts. The clearer everyone is about how they fit in and what their contribution means to the end results we are all aiming for, the more likely they are to rise to the occasion and perform to the best of their ability…..a win/win for everyone!

So, if you want to lead a successful organization then considering employing at least some of the tips offered in this blog. And remember, happy, challenged, supported, encouraged, and appreciated employees are more likely to perform better, be sick less often, and be innovative. In addition, when they feel satisfied they will be less likely to seek work elsewhere…..which is always very costly.

One last tip…..have fun!