Tag: #canadajobgrant

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Redworks Blog (all posts)

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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Redworks Blog (all posts)

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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Redworks Blog (all posts)

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.

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Redworks Blog (all posts)

Take advantage of the Canada Job Grant for Leadership Training

ATTENTION: Small to Medium-sized Business Owners

Do you have emerging or new leaders who would benefit from leadership training?

If yes, 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

Your organization may be eligible for this 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 action now to provide training opportunities for your staff.

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Improve Quality of Work by Increasing Employee Engagement

Regardless of the nature of your business, when an employee is more engaged in their work, the outcome always improves. If you want to ensure that your business is sustainable, you need to make sure your team holds the same standards you do.

When employee engagement increases, you can expect:

·       Increased motivation leads to better time management.

·       Better focus results in fewer errors.

·       Higher chance of completing tasks.

·       A positive work ethic and attitude are often contagious.

The concept is simple, motivated employees are more invested in the result of their efforts. Even a small shift in behavior will lead to measurable improvements for any employee. Once an employee hits that sweet spot and feels a valuable return from their work, the potential for improvement just continues to grow.

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-Saskatchewan Job Grant program. Employers may be eligible to receive two-thirds of the training cost.

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The Great Engagement: A call to action to increase output and innovation

The Great Engagement is a call to action to increase output and innovation.

According to the Cicero Group, research shows that employees receiving strong performance recognition are much more likely to be highly engaged at their job. They are also more likely to perform at their maximum output and develop innovative ways to improve their company.

Do you make it a practice to regularly recognize your employees’ performance?

Do you know one of the reasons employees leave is that employees don’t feel valued by their manager?

If you’re not regularly recognizing your employees, you may be missing out on your employees using their key strengths to contribute their best efforts.

Tips to Take Action

  • Take the time to personally get to know your employees and find out how they prefer to be acknowledged.
  • Prepare key messages for each employee that you can customize and deliver as the opportunity emerges. You can also create the opportunity to share your message!
  • Create accountability for yourself by setting a ‘deliver by’ date.
  • Then acknowledge your employees often!

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://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.

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Redworks Blog (all posts)

Support your employees to thrive in their zone of genius

“It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.” – Jack Welch, former CEO of GE

Do you help your employees understand how important their work is to the business success?

If not, you may be missing out on your employees’ best efforts.

It is energizing to know when your natural abilities contribute to achieving a mission. This brings purpose to the work. Using natural abilities is the ‘zone of genius’ where employees excel!

Take Action – To help your employees thrive in their zone of genius, share how their talents and work contribute to the organization’s mission.

Can you name the genius that each of your employees contributes to the workplace?

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.

 

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Redworks Blog (all posts)

The Great Engagement’s Urgent Call to Organizations

The Great Engagement urgently calls organizations to actively engage their employees.

Do you know how to actively engage with your employees to have the most positive impact?

Please note, saying “be thankful you have a job!” is not an effective way to engage your staff even though an “attitude of gratitude” is powerful. If this is your approach then don’t be surprised if you are hosting more good-bye parties than welcome parties.

Employees want more than a paycheque.

The three most common reasons Gallup found employees to be disengaged at work were:

  • Not seeing opportunities for development
  • Not feeling connected to the company’s purpose
  • Not having strong relationships at work

Which one of these apply to your organization?

Which one will you strengthen to increase engagement with your employees?

What actions are you going to take to actively engage your employees?

The Great Engagement is an urgent call to action for businesses to retain and attract great employees.

While there is no quick fix, there are simple leadership practices that can produce immediate improvements in engagement.

To develop your 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.

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Redworks Blog (all posts)

What are the costs of not actively engaging your employees?

What are the costs of not actively engaging your employees?

The Management Journal’s semi-annual Employee Engagement Index reports that 60% of employees are not engaged, and 15% are actively disengaged at work and only 25% are actively engaged.

According to Forbes, the costs of a disengaged employee is equivalent to 34% of their annual salary, or $3,400 for every $10,000 of income.

If we applied this to the average Canadian salary of $55,800 a year, the costs of a single disengaged employee to the business is going to be $18,972 annually.

Let’s apply this to an entire organization.

Let’s say you lead an organization of 100 people.

If we use the Employee Engagement Index which states only 25% of employees are actively engaged, then 75 employees are disengaged at your organization.

If we use the average salary of those employees as $55,800 then this employee disengagement is costing your organization annually:  $1,422,900 ($18,972 X 75 people.)

This example demonstrates that there are concrete costs due to employee disengagement.

Are you surprised by the magnitude of this cost? What is the actual cost to your organization? Are you OK with the return on this investment?

The Great Engagement is an urgent call to action for businesses to retain and  attract great employees. It’s your choice: you will either have the cost of disengagement or invest in engaging your employees.

While there is no quick fix, there are simple leadership practices that can produce immediate improvements in engagement.

To develop your 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.