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Why Employee Well-Being is Essential to the Future of Your Company

Did you know that only 70% of small businesses in Canada make it to five years? One of the best ways to make a significant impact on the overall health and success of your organization is by focusing on employee retention. The reality is, you save a lot of time and money when you focus on supporting your existing employees, instead of starting at square one with new ones. Not only that, but your business will be stronger when you have staff that also feels invested in the organization. 

If you want to run your business at optimal efficiency, you need employees that also feel driven to achieve your goals. The fastest way to building that bridge between your employees and your goals is through fostering employee well-being.   

These days, mental health and employee well-being are top priorities for HR managers and business owners all over the world. In Canada, the corporate wellness market was valued at USD 2.4 billion in 2021 and is only expected to continue to grow beyond 2022. People are becoming increasingly aware of the ways stress affects our lives—both internally and externally. So, it’s important that those in leadership positions take the time to understand how they can better support employee well-being and contribute to an overall positive environment focused on growth. 

What is employee well-being?

The term employee wellbeing includes everything that can impact the mental and physical health of someone in the workplace. 

This includes but is not limited to:

·       Job satisfaction

·       Workplace culture

·       Work-life balance

You should always welcome feedback from your employees whenever possible. Even if you need to do it anonymously to make people feel more comfortable, it really helps to have a genuine understanding of how everyone feels. You can’t find a solution for a problem if you don’t know it exists, so make sure your staff knows that at the end of the day, it’s all about improving their day-to-day. 

Why does employee well-being matter at work?

Keeping employee wellbeing a priority benefits everyone in the workplace. Management will have a happier and more productive workforce, and employees will be more at ease and feel fulfilled in their work environment.

Advantages of employee well-being

The bottom line is, employee wellbeing helps the organization as a whole just as much as it does the individual. When you spend a little time investing in your employees and how they feel, you can expect to conduct work more efficiently and experience improved relationships across the board.

Some other benefits of employee wellbeing initiatives include:

·       Increased employee engagement

·       Improved company reputation

·       Lowers risk of burnout

·       Feelings of empowerment lead to better productivity

With workplace environments changing, it’s important to make sure that employees feel supported and engaged throughout the workday. When you focus your attention to the well-being of your employees, you’ll start to notice positive changes in their work performance as well. 

At the end of the day, it’s all about maintaining a sense of balance, structure, and providing the feedback and support your employees need. When you focus on employee well-being, you’re going to naturally improve the function of your business.

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 Assumptions Affect Employee Engagement

In the 60s, Douglas McGregor introduced “Theory X” and “Theory Y” to depict the ways in which managers view workers and how they can contribute to or detract from employee performance. Take a moment to see which one you identify with more:

Theory X assumptions

–       Employees are resistant to change.

–       By nature, employees do not like to work.

–       Average employees need formal direction and dislike responsibilities.

–       Employees put job security above personal ambition.

Theory Y assumptions

–       If a job is rewarding and satisfying, employees will become more committed.

–       Employees can be self-motivated and driven to achieve organizational goals.

–       Employees have unique skills and abilities that can be applied to organizational problems

If you find that your own beliefs are more aligned with Theory X assumptions, it might be time to rethink your engagement strategy. Theory X assumptions are widely accepted as negative and your employees are generally able to tell when you feel that way. The sooner you are able to adopt a more positive outlook, the sooner your employees will present their own. 

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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Why You Need to Define Your Employee Engagement Strategy

It’s all well and good to talk about employee engagement—anyone even remotely involved in a business understands how important it is. However, when do you stop talking and start acting on your insights? The simple answer is now—there’s no better time to test new productivity hacks and work processes.

Before you can start implementing anything though, you need to define your strategy. Consider some of the following so you can pinpoint what you should focus on:

–        Where is productivity currently lacking? 

–        Is there a certain time of day or week that employees seem less engaged?

–        Have you conducted any surveys to learn more about why employees might be less engaged?

At the end of the day, your ultimate goal is figuring out what works best for your organization, and what makes the most positive difference in your workflow.    

Question for leaders

1.     Does your organization currently have an employee engagement strategy in place? 

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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Communicating the Value of Employee Engagement

We all know how important employee engagement is for the success of any organization. But the question is do employees understand that? What’s even more important than that, what’s in it for them?

You can’t expect your employees to make their engagement a priority if they don’t see an exchange of value. In other words, you need to communicate how they benefit from becoming more engaged at work. 

There are a few different ways you can do this:

–       Offer milestone rewards for employee achievements

–       Get involved with projects and show employees how valuable they are to your goals

–       Make sure employees understand how important their role is to your organization

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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Managing Employee Attitudes and Engagement

From the moment we wake up, our attitude starts to shape the experience of our entire day. Starting your day off on a negative note typically has a snowball effect, and only helps you find more things wrong as you continue with your responsibilities for the day. So how can we prevent this from taking over the workplace? 

How to monitor employee attitudes in the workplace:

–       Start the workday with a team meeting and try to gauge where everyone is at

–       For anyone that seems unmotivated, touch base with them and see if there is a solution you might be able to provide—like access to tools or supplies. 

–       When you get a sense that someone is having a rough day, give them an opportunity to take a moment for themselves.

Being a leader means dealing with a lot of different emotions at the same time. You can never predict how employees will show up, but you can control how you support them. 

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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Informal vs Formal Power to Get Results and Build Relationships

When it comes to managing an organization, there’s always going to be some kind of formal power structure. Those in charge are given control because of their job title, so employees have to listen in order to maintain their job and income. 

However, informal power is highly underrated, and sometimes a more effective way to harness power in the workplace and get the results you need. 

–       Informal power stems from the relationships you build and the trust you share with coworkers. 

–       An example of informal power would be an employee going above and beyond for someone simply because they want to. 

They aren’t carrying out a task because it’s part of their work, but instead out of a true desire to perform an action that will benefit someone they have built a relationship with. The stronger your informal power, the better chance you have at increasing 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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Being Vulnerable as a Leader

At the end of the day, we all just want to be understood, right? Sometimes leaders feel like they need to hold it all together and give off a flawless impression, but it might do more harm than good. 

If you can learn to be vulnerable while keeping it professional, you stand to develop more meaningful relationships at work and give your employees more space to feel comfortable.

Being a good leader is all about setting an example. If you show your employees that it’s okay not to feel 100% great all the time, there’s a good chance it’ll take off some pressure and help them feel more engaged in their work. Instead of being distracted by what they can’t control, they’ll feel more empowered to take control of what is within their grasp.

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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Redworks Blog (all posts)

How Leadership Failures Contribute to a Lack of Employee Engagement

When it comes to management, a lot of human behaviours are assumed rather than observed. This can lead management to have certain perceptions of their employees that aren’t helpful towards increasing engagement. Just because you’ve been in management for a long time doesn’t mean you automatically know how everyone operates. 

Common leadership failures in the workplace:

–       Ineffective conflict resolution

–       Failure to take emotional wellbeing into account

–       Not being the driving force behind change

–       Focusing on current errors instead of developing talent

–       Failure to provide consistent and constructive feedback

–       Not being available to employees when they need you

–       Failure to bond with employees

At the end of the day, we’re all human and mistakes happen. However, when you become aware of where you might fall short, it puts you in a much better position to self-correct and keep your team on track.

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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How Leadership Clarity Prevents Barriers to Employee Engagement

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.

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)

Diversity and Inclusion Best Practices for Employee Engagement: Pay Equity and Transparency

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.

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.