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How Aligning Your Employees with Purpose Decreases Barriers to Engagement

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.

For more information and to register:https://lnkd.in/gaSm-2vn

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

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The Impact of Poor Employee Performance on a Team

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.

For more information and to register:https://lnkd.in/gaSm-2vn

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

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How to Engage with a Poor Performer

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.

For more information and to register:https://lnkd.in/gaSm-2vn

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

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Why You Need to Develop Your Employees for the Future

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!

For more information and to register: https://lnkd.in/gaSm-2vn?

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

                                               

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Resilience and Employee Engagement

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. 

For more information and to register: https://lnkd.in/gaSm-2vn?

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

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Encouraging Employees to Participate in Well-Being Initiatives

You might be hesitant to put too much effort into employee well-being initiatives if you can’t guarantee your staff will be receptive. However, if you don’t bother to do anything, you risk losing valuable employees that were willing and ready to invest in your organization.

It’s always better to be able to say you tried something than to have never tried at all, so implementing wellbeing initiatives in the workplace should be a priority, even if on a trial basis. You never know what effect you might have on the entire staff.

When you’re ready to introduce new wellbeing initiatives in the office, you need to:

·       Increase understanding of common well-being needs and offerings

·       Reduce apathy and stigma surrounding mental health and wellbeing initiatives

·       Make it as easy as possible to participate

Start your efforts with small steps and stick with whatever gets the best reaction, you might end up giving a lot of people the small push they needed.

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.

For more information and to register:https://lnkd.in/gaSm-2vn

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

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Overlooked Essentials of Employee Well-Being

When it comes to employee well-being, management is often focused on what needs to be added to the workplace, rather than evaluating existing conditions. Before you can even think about what you might want to add to your work environment, you need to think about how you might be able to improve the current conditions.

Two huge areas that are often overlooked when it comes to engaging with your employees and supporting their wellbeing are social support and job control. 

Social Support

A major component of any healthy workplace is ample social support. It’s no secret that positive social relationships are good for our health and having a support system at work is extremely helpful when dealing with workplace challenges and any job-related stress.

Job Control

It’s hard to imagine doing something all day long and having no discretion as to how the job gets done. Employees that have no job control are much more likely to experience feelings of resentment towards their work. If you allow your employees to go about their tasks however it suits them best, as long as you get the results you want in the end, you productivity is likely to increase. When people are in control of their work, there’s a greater sense of pride, and more room for engagement.

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.

For more information and to register:https://lnkd.in/gaSm-2vn

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

                               

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How to Know When it’s Time to Work on Employee Engagement

There is no one root cause that leads to employees becoming disengaged at work. Personal events, career-related issues, financial troubles, and all sorts of other things can be cluttering up the minds of your employees.

When it comes to creating an engaged culture at work, it really comes down to forging a connection. If you can understand where your team is operating from, and where they might need extra support, you can make sure everyone is prepared to put their best foot forward.

The best way to get a head start and some inside perspective into this is with our new program, starting October 12th.  

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program—starting October 12, 2022!

·      Leaders will learn how to create a customized employee engagement plan.

·      Participants will learn helpful tools to ensure psychological safety and gain an understanding of key leadership attitudes.

·      Deep dive into giving employees feedback in a way that counts.

For more information and to register: https://lnkd.in/gaSm-2vn?

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

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How to Avoid Burnout in the Workplace

A strong work ethic should always be celebrated, but when do leaders draw a line to prevent staff from experiencing burnout? Since the answer likely looks different for everyone, the most important things are the availability of resources and communication.

You can’t control everything, but you can: 

·      Try to be flexible if you can when it comes to employees’ working styles.

·      Always try to be open-minded and listen to employee concerns.

·      Try to check in with employees on a predetermined scheduled basis.

·      Make sure all employees are equipped with everything they need to do their job. 

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program—starting October 12, 2022!

Emerging leaders, new and current department or program managers, and team leaders will acquire valuable new skills and learn how to support employees to work effectively and efficiently.  

For more information and to register: https://lnkd.in/gaSm-2vn?

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

 

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Redworks Blog (all posts)

Set Your Employees Up for Success with The Great Engagement Training Program

To create a successful and sustainable business, you need to be open to feedback. It’s important to seek out employee feedback regularly so you can make necessary changes and help support. When you have a better understanding of where everyone stands, you’re in a much better position to equip your employees to succeed. You should also always take advantage of leadership programs that give you the necessary tools and techniques to help your team succeed.

Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program—starting October 12, 2022!

If you want to create lasting employee engagement, you need to make sure you implement and practice the right strategies. 

The Engage and Mobilize Program covers five modules that address the most important components of employee engagement. If you want to implement lasting positive change, there’s no better time to participate.  

For more information and to register: https://lnkd.in/gaSm-2vn?

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