It’s no surprise that happier, more engaged employees are more likely to keep showing up. As human beings, it’s easier to stay motivated when we have something to look forward to.
According to recent reports, over 60% of businesses have a harder time keeping employees rather than hiring them in the first place.
This isn’t something to take lightly, as more employees continue to report their dissatisfaction, now is the time for business owners to act and ensure their workforce has the proper tools to feel confident in their roles.
When you show employees you’re invested in them, they’re more likely to become invested in you and your business. Instead of falling on the wrong side of the statistic, take control of your future while boosting morale and improving the dynamic of your company all at the same time.
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-Saskatchewan Job Grant program. Employers may be eligible to receive two-thirds of the training cost.
Have you ever walked into work only to sit down and realize that an entire eight hours has passed by? Not only that but have you also had the feeling of not accomplishing nearly enough? While the day has seemed to escape you, there are ways to accomplish more in less time that won’t leave you with an out-of-body experience at the end of the day.
Here are three tips for accomplishing more in your workday in less time.
1. Plan Ahead of Time
Planning your workday ahead of time and creating a comprehensive checklist to follow can help you see exactly what you accomplish each day. Even if you aren’t able to finish everything on the list, seeing checked-off boxes will help you see that you didn’t “accomplish nothing” during the day.
This idea also helps ensure you don’t forget any important tasks you need to get done each day. You can prioritize each thing by order of importance and work your way down the list. After all, accomplishing one major task is going to feel far more rewarding than a group of smaller tasks.
For example, if you’re on a deadline and you need to submit a major project proposal or article to your boss by the end of the day, that needs to be done first. Accomplishing that time-sensitive task is going to feel more rewarding than if you decided to clean your office or reply to secondary emails instead.
2. Don’t Overextend Yourself
This tip may seem counterproductive, but hear me out. Have you ever felt completely burnt out during the workday? Compare how you felt during that time to a day where you were completely determined and motivated to get work done. Which of those two days did you accomplish more?
I’m going to take a wild guess and say it was when you felt motivated. If you refrain from completely filling your work docket, you’re going to be far less likely to burn yourself out. Allow time to complete each task to avoid a rush job and space out your assignments as best you can. This way, you can accomplish everything you need to in a tighter timeframe.
3. Follow Your Internal Body-Clock
Are you a day or night person? Maybe you prefer afternoons instead? Regardless of your preferred time of day, you should plan to get the most work done during that time. Generally, these preferred times are when we’re the most alert, therefore, they’re the best time to get the most work completed.
Have greater professional and personal achievements
Have more satisfying relationships
Experience better health and
Greater happiness
Enroll in the Positive Intelligence®: Mental Fitness Foundation Program to:
Develop greater mastery over your own mind
Quiet the negative and
Activate the positive region of your brain.
The next program begins May 7.
For more information and to register: https://redworkscoaching.com/services/executive-coaching/positive-intelligence-increasing-your-mental-fitness/6-week-mental-fitness-foundation-program/
Saboteurs are the voices in your head that generate negative emotion in the way you handle life’s everyday challenges. They represent automated patterns in your mind for how to think, feel and respond.
Saboteurs cause all of your stress, anxiety, self-doubt, frustration, restlessness, and unhappiness. They sabotage your performance, wellbeing and relationships.
Perhaps you have a strong Judge Saboteur that beats you up repeatedly over mistakes, wakes you up in the middle of the night worrying about something, or you judge others or your situations.
Known as the Master Saboteur, your Judge works with one or more Accomplice Saboteurs to hijack your mind and cause most of your setbacks.
You can’t defeat an adversary you don’t see or one that pretends to be your friend. The first step to conquering your Saboteurs is to identify them and expose their lies and limiting beliefs.
Sign up for the three-minute Saboteur Assessment to discover your saboteurs. https://redworkscoaching.com/services/executive-coaching/positive-intelligence-increasing-your-mental-fitness/
George was seen as an up-and-coming leader in the organization. People who worked for him liked and respected him. Senior leaders saw his potential and wanted him to attend the company’s leadership development workshop.
George was ecstatic. He loved the organization and wanted to move up and contribute as much as he could. He saw this opportunity as a positive step in that progression. Plus, he had some challenges in his job that he hoped he could learn how to deal with more successfully.
After he found out he was slated to attend the workshop, George didn’t hear anything more about the training until about a week before it began. With the workshop details in hand, he was excited all over again. Excited, that is, until he looked at his calendar and saw how much he had to do prior to the start of the workshop.
Because the training meant so much to him, he was determined to be focused while he was there, so he worked really hard to get all of his projects caught up before he left for the workshop.
George loved the workshop! The facilitator was great, the content was helpful, and the food was even good! He was very motivated by the new ideas and the people he met. His confidence level increased as they practiced some of the things they learned. As an outcome of the program, he built an action plan. He left the two-day workshop completely stoked about what he had learned and how he would be able to apply it.
After the Workshop
George woke up the next morning and reviewed his action plan. He was excited because he knew what he would do to become a better leader starting today.
Back at work, he fired up his computer and checked his voice mails – 23 messages.
His heart sank a little. As he listened to the messages, taking notes as needed, he opened up his emails and found an even more depressing sight – 91 emails. Giving them a quick glance, they all required him to read, work through and respond.
After getting a cup of coffee, George went to say hello to his team. This took awhile because they had questions and issues they wanted to discuss with him. By 9:15 am he was back at his desk, ready to tackle all the phone and email messages including seven new emails that had come in while he was out.
By 3:00 pm he had mostly forgotten about his action plan and only remembered it when he saw the document in his briefcase. He took it out and looked at it wistfully. He was still committed to working on those items, but they would have to wait awhile, as the next project meeting was all day tomorrow.
Reviewing the Situation
Perhaps the situation above sounds familiar to you – a willing learner, a well-designed workshop, and a person excited about their action plan.
Admittedly, this story might be a bit too rosy, not everyone who attends training will be as excited and motivated as George. In the end, though, it doesn’t really matter because a highly motivated person like George won’t get as much from this effort as he could.
Why?
Because while most leadership development programs focus on developing great training, that is a small part of the overall likelihood of success. Why? Because, training is an event, but learning including leadership development is a process.
We don’t learn important, complex life skills in a brief instant. We don’t learn to play a musical instrument in a one-day workshop.
From a training event, we can have insights, be inspired, get ideas, approaches, checklists, and knowledge.
Skills, however, develop over time and not in a one-shot, one-time training course regardless of how well it is designed or how awesome the trainer is. It’s not a one and done activity that someone can check off their to-do list. Learning new skills come with practice and application.
Leadership development is a process and as long as those efforts are training events, the return on those investments will never be high.
Make your leadership development process more successful
To make your leadership development process, whether for yourself or your organization, be more successful, the Leader Foundations Leadership Academy is a customized program specifically created to support new leaders build a solid foundation to succeed in their new roles.
This interactive, practical learning and implementation program will get leaders up to speed fast. They will identify skills they need to develop or strengthen to level up and increase their effectiveness.
For more information about the Leader Foundations Leadership Academy please visit: https://redworkscoaching.com/services/executive-coaching/leader-foundations-leadership-academy/
“Engaging the hearts, minds, and hands of talent is the most sustainable source of competitive advantage.” Greg Harris, President and CEO of Quantum Workplace.
We’re excited to launch our new free one-hour webinar called, The Great Engagement: Three Powerful Practices.
“There was lots of time for discussion and sharing, and I appreciated that this course put some important planning and reflection on the front burner for me. They also made sure to follow up after the course, which provided some accountability for actually putting the ideas into practice. I would recommend this course to anyone new to managing employees, or managers who have never had any formal professional development in this area.” — Sheri Porrelli, Program Manager, Adult and Financial Literacy, READ Saskatoon
Redworks Highlight Reel:
+12 leaders
+12 Engagement Action Plans
+ hundreds of ideas generated to grow employee engagement
“By not understanding what their employees are running from, and what they might gravitate to, company leaders are putting their very businesses at risk.” — McKinsey & Company
Do you know what your employees are running from? What might they gravitate towards? Is your business at risk of losing employees?
As a leader you may think you know the answers but, according to McKinsey & Company, managers and employees do not agree on what’s the most important factors for staying at an organization.
McKinsey found in a recent study that top three factors employees cited as reasons for quitting were that they didn’t feel:
– Valued by their organizations (54 percent) or
– Valued by their managers (52 percent) or
– A sense of belonging at work (51 percent).
As an organization, by understanding the reasons why employees are leaving or would even consider leaving, you can take effective actions to not only retain but also attract potential employees.
How do you as a leader show you value your employees? What does the organization do in terms of making people feel they belong and are valued? Is your organization struggling with effectively engaging employees?
While there is no quick fix, the first step is to find out if your organization has challenges with employee engagement.
For instant insights take our free Employee Engagement Self-Assessment for Instant Insights https://redworkscoaching.com/services/professional-development-training/leadership/engage-and-mobilize-employees/
Are you having more goodbye than welcome parties?
