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.
We all know how emotions can change the course of our day and impact our interactions and experiences at work. However, have you ever thought about using emotion to fuel employee engagement?
How to Implement Emotional Engagement
While there are several ways to achieve emotional engagement, here are the basics of emotional engagement:
Lead with empathy
Employees notice when their supervisors are invested in their needs and care about their expectations. Taking the time to sympathize and understand where your employees are coming from leads to better engagement and loyalty.
2. Create a connection
The stronger a bond is between a manager and employee, the more likely an employee is to overperform and even stay longer within an organization.
3. Communication is key
Miscommunication is the root of most conflict, so whenever you’re in doubt—overcommunicate! When everyone is on the same page, you’re laying the foundation for positive emotions and a sense of direction.
The bottom line is, when your employees are emotionally invested in their work, they automatically become more engaged!
Developmore strategies with our Great Engagement: Engage and Mobilize Employees Training Program.
Keeping your employees engaged is critical to your company’s success. Not only is it directly linked to productivity, but you’ll be able to cultivate a better work culture when your employees are engaged with their work.
If you want to make sure you don’t end up with a disengaged team, look out for some of the following signs of disengagement:
Increased complaints or sarcastic/dry humor about disliking position.
Increased tardiness both in attendance and work performance.
Use of technology for non-work purposes.
Instead of criticizing the behavior, try to approach it from another perspective.
Tell the employee you notice they seem distracted, and you wanted to see if there was anything you could do to be supportive. You don’t need to pry, just let them know you support them and watch their demeanor change to one that wants to reciprocate that energy.
Develop more strategies with our Great Engagement: Engage and Mobilize Employees Training Program.
When it comes to running a business, you need to make sure your workforce is completing their tasks efficiently, so you can focus on the bigger picture. When you have that peace of mind, you open a whole new window of opportunity for optimizing your strategy.
When your employees are fully engaged, it gives you more time to:
Look at current business practices and seek out areas for improvement.
Evaluate any recent changes and analyze progress lost or made.
Brainstorm new business ideas.
Test and implement new strategies.
At the end of the day, time is money. So, the more time you have on your side to focus on growth, the more immediate value you stand to gain.
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.
When it comes to implementing business practices, it’s important that you begin with a strong foundation. A successful company is like a well-oiled machine, and you want to make sure you’re paying attention to every part that helps it function. You can think of engaged employees as the strong foundation of any business—without them, failure is near and certain.
With an engaged workforce, you can expect:
· Individual work/project teams will be in better communication with one another and work more efficiently.
· Employees will have more autonomy as individuals and feel more confident in carrying out their tasks.
· The organization as a whole will operate more efficiently and grow into a stronger business.
When it comes to making improvements to things like employee engagement, there’s no need to hesitate. You should notice the positive effect almost immediately.
Engage and Mobilize Employee 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.
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.
You might think that managing employees who work from home is difficult. But sometimes it can feel even more chaotic when you have employees changing their working environments. When managed correctly, the hybrid work model can be amazing for productivity, and even reduce expenses. However, when managed poorly, a hybrid work environment can make everything feel more difficult.
Things to consider for a hybrid work environment
Make sure each employee can access everything equally from home and in person.
Try to evaluate which tasks should be completed from home or not—if you have work that would be completed faster in the office, make sure employees know to do it in person.
Use the same productivity apps you would use from home, in the office.
When managed correctly, the hybrid work model is an invaluable asset. It might take time to evaluate and adjust what works best for you, but you won’t achieve maximum efficiency unless you start!
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.
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.
All successful people and organizations have a support system. Leaders can’t exist without a strong foundation beneath them. When it comes to your work environment, your employees are your support system.
Reasons to make employee recognition part of your regular business operations
Loyalty becomes stronger when people feel valued.
When someone feels like their work is valued, they’re more likely to produce more.
A stronger worker-employee connection can help leaders learn more about employees.
At the end of the day, people deserve to be recognized for their work. It’s important for employees to feel a sense of purpose and feel like their work has been acknowledged. As a result, those in leadership roles are better informed and feel more empowered in their own positions.
The Great Engagement: Engage and Mobilize Employees 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.
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.
If you’re running a business, you already know how valuable time is. Every free moment can be allocated to something that will help the organization grow.
When you have more engaged employees, you’ll spend less time micromanaging and have a lot more time for:
· Addressing any backlogs in work and evaluating employee performance to find room for improvement.
· Working on projects you might not usually be able to justify spending time on.
· Engaging in activities that you might not typically have time for, but that might be beneficial to the business, like networking events.
As a leader, you want to always put forth your best effort. Each day you’re setting an example for the people who work for you, and when they are invested in work, it leaves room for you to reach your full potential.
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.
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.
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.
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.
