Do you have emerging or new leaders who would benefit from leadership training?
If yes, your organization may be eligible for funding for our Leader Foundations Leadership Academy program to support new and current leaders build a solid foundation to succeed in their role. For more information about our program: https://lnkd.in/eYdPFfe5
Take advantage of the Canada Job Grant for up to $100,000/year to help train your employees.
There is a Canada Job Grant Program in every Canadian province. To find out more about the Grant program in your province: https://lnkd.in/eA3KAbE6
Take action now to provide training opportunities for your staff.
For most employees, if you ask them to describe the last time they engaged in self-care, chances are they won’t be talking about a moment at work. Rather, time outside of work is much more likely to be associated with self-care and rejuvenating routines. However, times are changing, and companies are becoming more aware of their employees’ needs. It’s no secret that you work better when you feel more appreciated, so what better way to reach your employees than by helping them feel their best?
As a leader, it’s important to be aware of work culture and where things might need adjustments. At the end of the day, you’re creating an environment in which you expect people to spend the majority of their waking hours. Even if you manage a team remotely, you’re expecting them to pay attention and engage with their work in a meaningful way. The best way to begin is by evaluating your current work culture and figuring out where you can implement self-care practices for your employees.
Keep reading for some quick tips on creating a work culture that places a priority on self-care.
· Regular breaks: when employees feel tethered to their desks all day, it’s much more likely that they will engage in distracting, non-work-related activities.
· Get outside: Whether you are working remotely or in person, make sure everyone has an opportunity in their day to take a reprieve outdoors. This is especially important during the months when you experience better weather!
· Offer flexibility: If someone needs to come into work later but they’re willing to stay later, or come in earlier and leave earlier, try to accommodate them when it doesn’t interfere with the company’s needs. It might be a small gesture to you, but it will mean a lot to your employee and translate into their productivity. Similarly, if someone needs to take a longer lunch break to go to an appointment or something else, try to be flexible wherever it won’t affect you.
· Benefits that focus on self-care: If you can, try to give your employees perks that focus on self-care and mental health. Gym discounts and other perks can even attract candidates with the mindset you’re looking for.
The Bottom Line
At the end of the day, leaders are responsible for creating a work environment that supports the immediate needs of all staff members. Even if you don’t have any self-care-focused initiatives in place right now, there’s no better time to get started.
If you’re unsure of where to begin, reach out to your employees for feedback, you’ll be surprised how far your recognition of their needs will go. You might notice improved engagement right after you start to show an interest in their mental health and day-to-day experience.
Questions for leaders
1. What are you currently doing to promote self-care in the workplace?
2. If you had to guess, do you think your employees feel like they have a good work/life balance and enough time for self-care?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting January 25, 2023.
Sometimes, you just have to keep it moving, and that couldn’t be truer when it comes to your mind and body connection.
Did you know that you can fuel your creative juices by moving around? Sometimes if you’re feeling stuck in a creative slump, or just in a typical old rut, all it takes is moving your body to get back to feeling engaged.
Whether you’re managing a team, working solo, or are part of a larger group, it’s important that everyone gets an opportunity to move throughout the day.
Questions for leaders
1.Do your employees have the opportunity to take short breaks and move around throughout their day?
2.Do you currently take time throughout your workday to decompress and regroup?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting January 25, 2023.
Even if you consider yourself a career-oriented person, it’s important to find a balance that allows you to participate in family and other social commitments.
According to a recent study, 32% of Canadians surveyed said they missed a lifestyle engagement because of work. The numbers are even higher for those in the hospitality industry when you consider the extensive weekend and holiday hour requirements.
While it’s true that having a strong work ethic can be healthy and admirable, it’s important to know when it’s time to take a break. You’re no good to your team and organization if you’re exhausted with burnout.
When you focus on balance, you’re much less likely to fall into cycles of burnout, meaning you’ll be able to show up as your best self in the workplace and anywhere else you want to be.
Registration is now open for the PowerLEAD Development Training Program. This program supports leaders to increase leadership effectiveness and success in their role.
For more information and to register: https://redworkscoaching.com/services/executive-coaching/powerlead-a-leadership-development-training-program/
Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.
In the same way that leaders benefit from becoming more in tune with their goals, employees are much more likely to engage more with their work if they feel a sense of purpose. One of the best ways to format your engagement strategy is by framing it to serve as a roadmap for your employees.
There are a few different ways you can instill a sense of purpose in the workplace, but nothing beats real feedback. Have your employees fill out surveys and invite them for one-on-one sit downs to discuss their goals, questions, and any potential concerns.
This won’t just help your employees become more focused at work, but they’ll feel more seen and understood. When you make you team feel like they play an important role in your organization, you can expect engagement to increase almost instantly.
Question for leaders
1. Do you think your employees feel like they are in alignment with a sense of purpose at work? Why or why not?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting January 25, 2023.
Whenever you’re thinking about employee engagement, you want to think about individual workers as well as teams. It’s very easy for negative energy to travel throughout the workplace, so understanding how the performance of one employee can affect others is crucial for your engagement strategy.
Three ways poor performance can affect your whole team:
Decrease in productivity: An employee’s attitude will reflect in their productivity and make it harder on the rest of your team. As a result, you might find other workers becoming discouraged.
Poorer quality of work: Newer employees can end up taking on the poor work ethic of others if that’s what they’re exposed to and see it as acceptable.
Lower company morale: Teams function better when everyone is motivated and working towards the same goal.
The elements above can easily have a snowball effect in your workplace. It’s important that you start to intervene as soon as you notice the effects start to take place.
Question for leaders
How do you handle poor performance in the workplace?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting November 9, 2022.
If you have employees that are performing poorly at work, it’s in your best interest to address it as quickly as possible. As soon as you notice an employee is starting to fall behind, it’s imperative that you step in. Managers should always be prepared to work on engaging employees with poor performance before it starts to spread.
Tips for engaging employees with poor performance
– Be ready and available for open communication: Sometimes there are valid reasons for an employee becoming disengaged at work. Make sure they know you have an open door policy and are there to support them and answer questions and concerns they might have.
– Offer training and growth opportunities: Many employees will respond better if they feel like their efforts are leading towards something. Offering training and advancement opportunities is a great way to keep people on track and looking forward to the future.
– Implement performance rewards: A tried and true method, nothing drives performance like a true incentive.
Question for leaders
How do you engage with employees when you notice a decrease in performance?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting November 9, 2022.
If you invest in what you have, you can plan better for success in the future.
So, when it comes to your employees, you should always be thinking about how you can help them work towards their own goals in a way that aligns with your organization’s needs.
How to develop your employees for future success:
– Set aside time to discuss personal and professional goals
– Don’t be shy to delegate new responsibilities and see how employees handle it
– Encourage participation in continuing education programs
– Recommend professional organizations related to their work
The more you invest in your employees, the better chance you have of retaining their value. People tend to stick around wherever they are valued most, so when you develop your employees for the future, you’re doing the same for your organization.
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program—starting November 9, 2022!
There is a very strong link between employee engagement and resilience. The more resilient an employee is, the less likely they are to become disengaged, whether something happens that is expected or not.
If you want to help build that resilience within your own team, consider some of the following:
– Maintain a clear sense of purpose: make sure employees know what their role is and why it’s important.
– Communication is key: Lack of communication accounts for a large portion of workplace mistakes. Make sure everyone is on the same page.
– Establish an internal support system: Create measures for handling sensitive issues and employee concerns.
– Set clear goals and expectations: Like communication, having a clear set of expectations helps everyone stay on track and working towards the same thing.
– Provide necessary resources: you can’t expect your team to be engaged unless they have everything they need to do their work.
– Positive reinforcement: don’t just come in when things need to be fixed, make sure to acknowledge people who are doing things right on a regular basis.
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program—starting October 12, 2022!
The Engage and Mobilize Program focuses on simple but powerful behaviours that will have maximum impact on your leaders’ ability to engage his or her employees.
