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Activities to Increase Positive Thinking in the Workplace

You might be aware that positive thinking leads to a more efficient workplace but putting it into practice is easier said than done.

Here are some ideas for activities to keep in mind if you want to encourage your employees to adopt a more positive mindset.

–        Gratitude exercises: this could be part of your morning meetings or just something that gets sent out in an email. Give employees the chance to be present for a moment and reflect on things they might forget they are grateful for.

–        Anonymous tip jar: let employees vent about ways to improve upon current workplace culture.

–        Special events: Team-building events are great for enforcing a positive dynamic. 

At the end of the day, mindset is everything and it affects our daily life and work. As a leader, it’s crucial that you take these ideas into consideration for your own workplace.   

Develop more strategies with our Great Engagement: Engage and Mobilize Employees Training Program.

For more information and to register:  https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/

Your organization may be eligible for funding through the Canada Job Grant program.

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How Positivity Increases Engagement and Productivity

You’ll have a better chance of increasing engagement among your employees when there is a sense of positivity at work. 

What to expect from a positive working environment:

      – Punctuality: When you create a dynamic that people want to be a part of, you can expect more employees to show up on time.

      – Productivity: Positive feelings make it feel exciting to move forward, whereas stress can sometimes cause people to freeze and procrastinate. 

      – Confident employees: A positive environment encourages better communication, which leads to better informed and more confident employees. 

Instead of focusing on negative workplace feelings like stress and overwhelm, positivity helps people focus on the task at hand.

Instead of getting distracted by the negative, they remain engaged in their work and contribute to the overall efficiency of your workplace. 

Develop more strategies with our Great Engagement: Engage and Mobilize Employees Training Program.

For more information and to register:  https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/

Your organization may be eligible for funding through the Canada Job Grant program.

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How to Create a Positive Work Culture to Encourage Engagement

As a leader, it’s your responsibility to create a dynamic that benefits the workplace. 

Here are a few ways to create a positive work culture:

–        Daily check-ins: In the mornings, make sure everyone feels confident going into their work day and any snags are taken care of. At the end of the workday, follow up with anyone who didn’t seem engaged to find out how you can help them prepare for the next day.

–        Reward systems: Show employees that positive attitudes are rewarded—this can be in the form of time off, free lunch, or whatever suits your organization best.   

–        Space to recharge: Make it clear to your employees that you care about them getting enough time to recharge between tasks.

When you foster a positive work environment, your employees will carry that energy into their workday, which can lead to improved productivity and an overall improved workplace dynamic.

Develop more strategies with our Great Engagement: Engage and Mobilize Employees Training Program.

For more information and to register:  https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/

Your organization may be eligible for funding through the Canada Job Grant program.

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How Emotions Fuel Employee Engagement

We all know how emotions can change the course of our day and impact our interactions and experiences at work. However, have you ever thought about using emotion to fuel employee engagement? 

How to Implement Emotional Engagement 

While there are several ways to achieve emotional engagement, here are the basics of emotional engagement:

  1. Lead with empathy

Employees notice when their supervisors are invested in their needs and care about their expectations. Taking the time to sympathize and understand where your employees are coming from leads to better engagement and loyalty.

2. Create a connection

The stronger a bond is between a manager and employee, the more likely an employee is to overperform and even stay longer within an organization. 

3. Communication is key

Miscommunication is the root of most conflict, so whenever you’re in doubt—overcommunicate! When everyone is on the same page, you’re laying the foundation for positive emotions and a sense of direction. 

The bottom line is, when your employees are emotionally invested in their work, they automatically become more engaged!

Develop more strategies with our Great Engagement: Engage and Mobilize Employees Training Program.

For more information and to register: https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/

Your organization may be eligible for funding through the Canada Job Grant program.

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How Managers Can Support Employees’ Mental Health

According to the Canadian Mental Health Association, 20% of people in Canada will experience a mental health problem or illness in any given year. If you want to make sure your employees feel supported at work, here are some tips you can start implementing as soon as today!

  •     Conduct weekly check-ins—ask your employee what they need to go into their next week of work feeling prepared.   
  •     Create an anonymous forum where employees can submit questions and concerns without the worry of upsetting anyone.
  •     Be flexible about breaks—if someone prefers to take a few short breaks throughout the day instead of one long break in the middle, give your employee room to recuperate in their preferred way.

At the end of the day, it’s just about communication, open-mindedness, and listening to your employees.

Engage and Mobilize Employees Training Progam

To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.

For more information and to register:  https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/

Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.

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How to Engage Employees Who Work From Home

It can be tough managing employees who work in different locations, much less those working from home. You never know what distractions your employees might be dealing with, so it’s important to take certain steps to keep your employee engagement as high as possible.

To keep your employees motivated from home you’ll want to:

  •    Require everyone to log in by a certain time for a morning huddle.
  •    Have check in’s that focus on helping the employee complete their work rather than condemning how they spend their time.
  •    Use productivity apps to keep everyone informed—even on the go.
  •    Create a reward system that suits your business. (ex: anyone who completes “x” number of tasks gets to log out early on Friday)

At the end of the day, engagement only works when both parties enjoy the interaction. Try to focus on building a positive, collaborative relationship with your employees rather than micromanaging them.

To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.

For more information and to register: https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/ 

Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.

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Top Mental Health Tips for Employee Engagement

With workplace dynamics shifting all over the globe, employees and managers alike might be experiencing different forms of mental health struggles. Regardless of the details, mental health directly affects workplace performance, so mitigating this is crucial for employee engagement. 

  •     Communicate with employees through their preferred channels to reduce workplace anxiety—If you know an employee prefers email over a phone call, chances are you’re going to get the task completed faster if you send an email.
  •    Make sure managers are conducting beginning and end of day breakdowns with their teams—try to help anyone falling and reduce the chances of burnout.
  •    Be open to constructive criticism—if an employee voices their opinion about something that could be improved, be willing to listen and adjust wherever suitable.  

When you focus on helping your employees feel their best, it translates into their work and ultimately helps everyone!

Engage and Mobilize Employees Training Program

To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.

For more information and to register:  https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/

Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.

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Understanding How Leadership Flexibility Leads to Better Employee Engagement

A recent Deloitte study goes into detail about the worker-employer relationship and the ways in which leadership plays a role in employee engagement. Deloitte explains succinctly, “Workers look to their leaders for clarity and expect them to model commitment to purpose.” In other words, employees depend on those in leadership roles to pave the way for them to properly carry out their work. Leaders have the responsibility of executing whatever is necessary to fulfill their goals. They are expected to adapt to their business environment, shifting gears wherever necessary. 

Engagement Starts from the Top

Employees are much more likely to be engaged when they have a strong leader before them. Even if a business appears to be a well-oiled machine, there is always a need to constantly evolve and take new things into consideration. 

It’s important to build strategies with evolved metrics that consider things like: 

  •     -Diversity and inclusion
  •     -Societal goals
  •     -Community involvement

Like many things, engagement starts from the top, and the same Deloitte report explains how 80% of executives in the focus group claimed “leadership readiness” as one of the biggest barriers to evolving current business strategies. As a result, it’s becoming increasingly important that leaders take the initiative to be educated on these evolving metrics and find a way to implement them into existing strategies or create new ones. 

A Common Commitment to Purpose

Howard Shultz of Starbucks loves to remind his audience: 

“When you’re surrounded by people who share a passionate commitment around a common purpose, anything is possible.” 

For everyone to get on the same page so that a common purpose can be fulfilled, you need to connect with your team. To put it simply, if you want your employees to engage better at work, you must make sure you’re communicating in ways that resonate with their unique needs. There are a few different ways to create a purpose-fueled work environment”

  •     Encourage others to express their passions, especially in connection with their work.
  •     Ensure those from diverse backgrounds feel like their needs are being met.
  •     Empower people for being different—make everyone feel seen and heard. 
  •     Gain an understanding of everyone’s social goals and concerns.
  •     Focus on the meaning of what you do when communicating tasks.   

A Purpose-Fueled Experience

Once you come up with a strategy for those in leadership positions, you can get the ball rolling for the rest of your staff. You want to make sure all leaders are on the same page when it comes to your purpose. After all, your employee engagement depends on this connection and tangible commitment to purpose. Once your employees feel the effect of your changes, you can expect:

  •     Employees acting more present in their work.
  •     Better collaboration among teams.
  •     Smoother communication between different levels of employees.

The Bottom Line

When you focus on how leadership affects employee engagement, you are putting yourself in a much better position to get positive long-term results. Energy is passed down from one level to the next, so you can’t expect your lower-level employees to exhibit impeccable engagement without addressing the engagement of your leadership first.

The Great Engagement: Engage and Mobilize Employees Training Program

To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.

For more information and to register: https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/

Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.

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Reduce Your HR Issues with Improved Employee Engagement

Simply put, happier employees are easier to manage whereas unhappy, disinterested employees are more difficult. If you want to reduce workplace issues like firings and other unpleasant hassles, you’ll want to start by encouraging employee engagement.

When managing your teams, keep in mind:

·       People work better when they feel like what they’re doing means something.

·       Positive reinforcement is underestimated—and free.

·       Listen to employee feedback and make a genuine effort to attend to reasonable requests.  

When it comes to curating the right work environment, managers are responsible for much of the energy that envelops the office. With that in mind, you want to make sure you foster an environment that makes people want to return to work the next day, not savor every moment leading up to it.

To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.

For more information and to register:  https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/ 

Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.

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Improve Your Work Teams with Great Employee Engagement

If you’re in charge of managing teams at work, you know how difficult things can get when people become distracted or lose interest in the topic at hand.

The reality is that not every work situation is necessarily interesting. However, to experience the benefits that come along with certain roles, you need to put in the work in other, less inviting areas. 

Reminders for Your Team

·       Try to pay attention and get questions answered the first time around—you’ll save yourself time and anxiety.

·       Teamwork truly is everything—if everyone contributes, tasks become easier for everyone.

·       Putting in effort from the beginning means you’ll have it easier later.

At the end of the day, you just need to make sure your team understands that they benefit from their own engagement. 

To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.

For more information and to register:  https://lnkd.in/gQdvVH4 

Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.