When it comes to employee engagement, you might be thinking about ways to improve your staff’s processes. However, all great engagement strategies require a strong sense of direction, and that comes from the leader.
Before you start thinking about ideas to put into practice, think about where you’re at in terms of your goals and expectations.
– If resources were no object, what project would you look to complete first and why?
– What is your ideal timeline for your current projects?
– Do you feel like you your team needs to expand? Or do you think you could accomplish more with a better strategy?
Once you have a stronger sense of what results you need to see, you’ll be able to direct your team exactly where they need to go.
Question for leaders
Does your company offer any kind of events or activities that employees can engage in together?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
It should come as no surprise that people want transparency and pay equity, and as an ethical business owner, you should want to provide that. When it comes to diversity and inclusion practices, pay equity is at the top of the list.
Pay equity affects an organization’s reputation, and you can’t expect your employees to be engaged in their work when they don’t feel fairly acknowledged for their work. So where do you start?
– Gather information to identify pay gaps
– Identify potential areas of risk for pay gaps
– Evaluate opportunities for equity as it pertains to race, gender, or LGBTQ+ status
Compensation affects your employees every day and it can affect their personal life if they’re unable to make ends meet. If someone is under the impression that someone who completes an equal amount of work to them gets more compensation, you can’t reasonably expect them to be equally as engaged. If you aren’t implementing practices to gather insights on this yet, now’s the time to ask yourself what you can do.
Questions for leaders:
What measures do you take to ensure transparency and pay equity?
Do you think you could do more?
Does this present a notable challenge to leaders?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
Diversity and inclusion are imperative for employee engagement. There’s no such thing as a healthy workplace that doesn’t place value on diversity and create a culture of inclusion. It’s natural to gravitate towards people and energy that seem familiar, but it is imperative that your recruiting team is trained against unconscious bias.
These days, there are all types of programs that HR departments can use for recruitment processes. You can do things like filter candidates strictly by their skills and experience, so you know that each candidate is being evaluated solely on their ability to do the job.
Questions for leaders:
What programs do you use for recruiting?
Are you screening candidates based on skills before they come in for an interview?
What are you doing to ensure an inclusive recruitment process that avoids any bias?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
The engagement culture you create in the workplace trickles down to the experience you give to your customers, and ensuring diversity and inclusion is more important than ever. While it might seem easy enough to talk about diversity and inclusion, it’s an entirely different thing to take actionable steps toward creating an ideal work environment.
The first thing to consider is visibility—identifying the diversity of your workforce in order to better understand where your efforts should start.
When you take advantage of diversity metrics, you’re in a much better position to implement new initiatives to promote a culture of inclusion.
Questions for leaders:
Are you currently taking actionable steps towards improved diversity practices in the workplace?
Do you have anything in place to gather important metrics of your workforce? If not, what is your plan?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
Burnout is something that gets talked about more and more each day, and in today’s digital world, it’s near impossible to disconnect from the stimulus around us. If you’re trying to improve employee engagement, one of the best things you can do is give everyone a chance to disconnect.
When you provide space for your employees to disconnect, you:
· Immediately reduce the risk of burnout
· Have a better chance of positive feedback
· Prove to your employees that you care about their well-being
· Are more likely to see engagement improve over time
You might have a hard time disconnecting yourself, which is totally normal considering the ultra-connected world we live in. However, you’ll notice the positive effects almost instantly when you take time in your day to be present and get centered.
Questions for leaders
1.Do you encourage your employees to take a moment to disconnect?
2.What are some of your favorite ways to avoid burnout in the workplace?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
You might be used to meetings in conference rooms or over zoom, but the days of being restricted to four walls are over. Luckily, walking meetings benefit everyone involved, so it becomes less of a drag right off the bat just to participate!
Aside from just being plain good for you, here are some notable benefits of a walking meeting:
– Increases engagement and creative thinking
– Boosts energy and motivation
– Encourage an organic, natural exchange of thoughts
– Improved collaboration and connection
The great thing about walking meetings is that you can start implementing them as soon as you want! Even if your team works over zoom, you can encourage workers to take a walk and participate in the meeting via zoom or Microsoft teams call.
Questions for leaders
1.Do you currently conduct traditional meetings in a conference room or over zoom?
2.Would walking meetings be beneficial in your industry? Why or why not?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
Some people might find it difficult to be actively engaged at work during the summer months. With social media especially, there are endless distractions and seasonal events that make it tempting to disengage from work.
Whether you’re managing a team in person or remotely, there are a few different ways to keep everyone on the ball.
– Encourage collaboration-oriented tasks
– Check in at a reasonable frequency
– Be lenient with short breaks
– Conduct walking meetings
When it comes to employee engagement during the summer months, you must think about the type of things that employees might be distracted by. For instance, walking meetings are a great way to get outside and enjoy the weather without losing out on productivity.
Questions for leaders
1.Do you have any existing strategies to keep staff engaged throughout the summer?
2.What are some new techniques you might consider for your own staff?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
Part of managing a team involves keeping track of everyone’s well-being. You cant expect exceptional results in your business if your team is feeling overworked or unable to recharge.
Taking time for yourself is important, and you need to make sure your team knows you support their right to take time off.
Sometimes, employees get nervous about taking a vacation because they don’t want to appear lazy or disengaged. This can often lead to distractions and in turn, lower productivity.
If you want to increase employee engagement and give a great impression:
· Check in with your employees on a monthly or quarterly basis.
· Make it clear that vacation time doesn’t need to be explained.
· Offer to come up with a plan for coverage while they’re away.
Questions for leaders
1.Do you think your current vacation policies need to be adjusted?
2.How do you ensure your staff is taking the time they are entitled to?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
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.
With feedback having such a strong influence on employee attitudes and engagement managers have an opportunity to shift the tone of the workplace environment.
It can be extremely rewarding to work in a supervisor-level role, but it comes with a whole host of responsibilities. Not only do you need to make sure day-to-day tasks are getting done, but you might find yourself managing the dynamics and emotions of your team too. When it comes to giving feedback to your employees, you can wind up being a source of inspiration, or the reason behind a discouraged workforce. Not to worry though! There are a few things you can keep in mind to set yourself and your team up for success.
Self-awareness is Key
It comes as no surprise that self-awareness is a huge component of the feedback cycle. Self-improvement doesn’t exist without someone being aware of their behaviors and the effect they have on others and their work. The Predictive Index conducted a study with over 600 CEOs to gain valuable data and insights into employee engagement. The findings suggest that 76% of companies have tools in place that help employees stay accountable and gain self-awareness.
What is constructive vs non-constructive feedback?
Sometimes it’s difficult to discern the difference between constructive criticism and just plain criticism. If an employee feels like they’re being attacked for actions related to them trying to do their job, it’s only a matter of time until that resentment starts to build.
When you give employees feedback, make sure you first acknowledge the importance of their job and how you want them to succeed. When someone feels like you’re only there to help, they are much more likely to be receptive to whatever you’re going to say next.
If you need to give someone constructive feedback and you’re not sure how to begin, use the following examples to get started:
– “I really appreciate everything you’ve been doing lately. Can we just make sure we’re on the same page about…”
– “I know it can get crazy around here sometimes so can we go over everything one more time?”
Examples of things you SHOULDN’T say include things like:
– “You rushed this and that’s why it’s wrong.”
– “Why can’t you just follow instructions?”
– “Now I have to fix this.”
Try to imagine how you’d give feedback to a close friend or loved one. You never know what people might be going through, and leading with compassion and understanding never hurts.
The Bottom Line
At the end of the day, employees are the backbone of any company. You need to have a strong foundation with your employees in order to build rapport and trust. When you take the time to consider how you deliver feedback to your employees, you should see a transition in their attitudes over time. People want to do well for the people who care about them and support them, so become the support system your employees deserve and expect your feedback to really stick.
Develop more strategies with our Great Engagement: Engage and Mobilize Employees Training Program.
