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.
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!
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.
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.
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!
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.
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!
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!
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!
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!
