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Companies are constantly searching for new and better ways in which to increase the productivity of their workforce, and thereby, enhance their bottom line. They try new tactics and strategies, all of which are designed to help employees reach their full potential and maximize their contribution to the company.
However, sometimes the best solutions are the ones that are so readily apparent that they go unnoticed. One such solution involves the health and lifestyle choices of the employees in question.
Factors for success . . . or failure
There are many factors that can impact employees’ productivity levels. They include diet, sleep (or lack thereof), stress, morale, and exercise (or lack thereof). A recent survey conducted by ComPsych, the world’s largest provider of employee assistance programs, sheds some interesting light on these factors and how they can negatively—or positively—affect employees.
ComPsych surveyed more than 1,000 employees across the United States during the timeframe of January 1 through February 15. The survey involved companies of all sizes and those operating in a variety of different industries. Overall, the survey was quite extensive and unearthed a wealth of data. However, in the interest of brevity, we’ll address a few of the more important findings, as they relate to the factors listed above.
Diet—Of employees with balanced diets, 73% reported having high levels of productivity and 50% reported having high levels of energy.
Stress—Approximately 70% of employees with poor diets had high levels of stress. In addition, 76% of employees participating in no physical activity reported a high level of stress.
Exercise—Over 65% of physically active employees reported high productivity levels, and 67% reported high energy levels, as well.
Morale—Of course, as you might imagine, the three factors listed above can have a profound impact on morale. About 55% of very active employees reported having high morale, and 51% of workers with ideal weight reported the same.
The power of promotion
So . . . what does all of this mean? You might be thinking to yourself, “I already knew this. It doesn’t help me any!” Or perhaps you’re thinking that you can’t force employees to be healthy, so this information constitutes a moot point at best. But that would be underestimating the power of promotion. There is plenty that a company can do to build and cultivate a corporate culture that promotes a healthy lifestyle. While it’s true that you can’t force an employee to make healthy choices, you can make it easier for them to make those choices. That’s why it’s imperative for company officials to analyze their culture and ask some tough questions:
Does our culture promote health and well being?
Do we make it easy for employees to make healthy choices during the workday . . . or difficult?
How much more productive could we be through promotion and other health-related programs and initiatives?
The evidence is indisputable. Healthy employees are productive employees, but it even goes beyond that. They’re happy employees as well and that combination is almost impossible to beat—especially by your competition.
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There are many facets in regards to the all-important issue of employee retention, but perhaps none makes as much sense as the one that we’ll explore in this article. Why? Because it benefits you in ways that go beyond simply retaining your best employees. (And that, all by itself, would be enough.) There is a crucial mistake many companies make when they’re delegating tasks to their employees, and even when they’re considering which ones to promote and how to promote them. That mistake is tied to a golden rule of corporate productivity, which is this:
Make sure that everybody in the organization does what they do best.
Simple, right? Well, you’d be surprised at how easily “simple” becomes “complicated.”
An example from The Office
Let’s use an example from the hit television show The Office to illustrate this point. The show is a “mockumentary” about a paper company by the name of Dunder-Mifflin, located inScranton, Pennsylvania. The manager at this particular branch is Michael Scott. Prior to becoming manager, Michael was a salesman at the Scranton branch. In fact, he was the top salesman at the branch, which is the main reason he was promoted to manager.
That, in a nutshell, was a mistake. Anybody who has seen the show can attest to that. What the Dunder-Mifflin brass did is something that’s actually quite common in the corporate world: they put Michael in a position that does not play to his strengths. What he does best is sell, not manage. Their attempt to “reward” Michael with a promotion clearly backfired. However, Michael occasionally turns his attention away from managing to sales, and when he does, he enjoys success.
Michael Scott should have been promoted to a sales manager position, if he was promoted at all. That would have been best for him and also best for the company, especially his co-workers. Many companies promote a key employee from a job where they are a top performer to something else they don’t do nearly as well. Since the candidate has an expanded skill set (and there is more than one opening available), the company might be tempted to bring them in for a position that’s outside their range of expertise, a position that’s perhaps more managerial in nature. More often than not this strategy backfires. Below are the two main reasons why:
As a general rule, what people do best they enjoy the most. If the employee is not able to pursue their passion, they will eventually become disenchanted and disengaged.
The company is hurt on two different levels. First, the employee isn’t doing what they do best, so the company loses productivity. Second, as the employee becomes disenchanted, theyti lose their drive and motivation, further causing productivity to suffer.
The silver lining
Despite all the doom and gloom portrayed to this point, there is a silver lining. By ensuring that everybody within the organization is doing what they do best and playing to their strengths, you can raise your retention rate drastically. When a person is doing what they do best—what they truly love to do and have a passion for—there’s practically no way to tear them away from it. Even money won’t do the trick, unless they can be convinced that the new situation will be identical in every way to their current one.
And this is a classic “two-for-one” bargain, because it also means that these employees will be infinitely more productive, as well. So not only will your retention rate increase, the company will make more profit and continue to grow for the foreseeable future, since your best candidates are locked in, happily doing what they love to do. That truly is the best of both worlds.
This type of “common sense retention” falls under the category of “can’t see the forest for the trees” syndrome, and some of you might be saying to yourself, “Of course that’s the best way to retain employees!” However, the hustle and bustle of the corporate world has a way of clouding even the best of intentions, to the point of distraction. So review every member of your team, and make sure that you can identify the one thing that they do better than anything else. Once you’ve done that, then make certain that their role within the company fully embraces that one thing.
Because as funny as Michael Scott might be—intentionally or not—his situation is better left to television and not the real world.
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In our previous post about retention, we discussed the importance of helping your best employees to grow, mainly by giving them the proper amount of attention.This provides them with the experience they crave, thereby increasing your rate of retention.In this, our next article in the retention series, we’re going to take a small step backward for the purpose of going forward.
That small step involves what the candidate hears during the interview process vs. what they experience after accepting the offer and starting their employment.This “before-and-after” dynamic is crucial to the overall retention experience, and it’s all the more crucial because many employers don’t take the time to examine what type of experience they’re providing for their new employees.And then they wonder why they take another job after only three months.
It’s human nature
The “before-and-after” experience is a smaller component of the larger, more complex subject of onboarding, which we’ll be discussing in future articles.However, it differs from onboarding in the respect that it continues for a greater length of time after the candidate becomes an employee—for at least the three-month period mentioned above, and perhaps even longer.
What it comes down to is this: you have to pay as much attention to what you say and do both before the candidate is hired and after they’re hired as the candidate does.The fact of the matter is that the majority of company officials fail to do that.The reason?They don’t have the time to do it, or perhaps more accurately, they think they don’t have the time.Sure, everybody’s busy, but those people willing to apply energy to critical areas are the ones that will be more successful in the long run, and providing the best experience to candidates in this situation is most definitely critical.
You see, an employee is mentally comparing and contrasting what you say about the company and the position during the interview process with what they experience after they’re hired.They do this either consciously or subconsciously.(It’s human nature . . . there’s no way around it.)And if the notes they compare don’t match, then the experience you’re providing is ultimately a negative one.Consequently, your chances of retaining that employee decrease dramatically.
A hierarchy of needs
Okay, so what are some of the areas about which employees take (and compare) mental notes?There are a few, to be sure, but there’s also a hierarchy of importance:
·Job requirements—This is the one that can cause you the most damage.Nothing will deflate a new employee more quickly than discovering that what they were told about their new position during the interview was nothing like it actually is once they start the job.
·Company culture—Telling a candidate during the interview stage that they won’t be expected to work past 5 p.m. isn’t wise if the company culture is one that dictates—in an unwritten fashion—that longer hours are not only encouraged, but expected.
·Perks—This could include the availability of a company car, the number of holidays the company observes each year, the amount of vacation time afforded new employees, or even the details of their health insurance plan.
·Miscellaneous expectations—If the new employee has been told that they’ll meet with their immediate supervisor for an hour every week for the first four weeks of their employment, and that doesn’t happen, then their expectations were not met.This category can include a host of other things, including what equipment you’re providing the employee, the length of their lunch break, the company’s policy regarding personal phone calls, etc.
There are two measures that you can undertake to ensure that you’re providing the best “before-and-after” experience.The first is to meticulously write down what you tell candidates during the interview process and then consult the list in the weeks after the candidate begins employment.Keep an eye out for any discrepancies.The second measure is to conduct a “post-interview” with the employee and inquire as to whether or not their expectations are being met.This is probably the more difficult of the two measures, since there’s a prevailing company mindset that stipulates new employees “must prove themselves.”
What many company officials fail to realize, though, is that they’re on probation, too, as is the company in general.Not only does the employee have something to prove, but in a way, you do, as well.By realizing this and addressing it in a pro-active fashion, you can enhance the experience that new employees receive and dramatically improve both their satisfaction and your overall rate of retention.
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Providing a positive experience for your employees is the best way in which to increase retention within your team, your department, or your company. In this article, we’re going to address a specific way you can provide that experience, and it involves giving your best employees the proper amount of attention.
This is important for a couple of reasons. First and foremost, it’s human nature to not pay enough attention to your best employees and top performers. Why is that? Because they’re usually self-motivated go-getters who need no prompting or anybody looking over their shoulder. As a result, managers don’t feel the need to interact with them as much, or to “check up on them,” if you will.
This gives the manager more flexibility and more freedom to tackle other issues. After all, there never seems to be enough time to get things done. If you have a select number of employees who are high achievers, people who need a minimum of supervision, it only makes sense to leave them be and let them do their jobs, right? To a certain degree, that’s correct, but if that philosophy is taken too far, it can prove disastrous in terms of retention.
The 20-80-20 Rule
For superstar employees, a positive experience with the company includes the opportunity for professional growth.
If they don’t believe that they’re growing in their current position and that they’re working toward something bigger and better, than they’re going to think about leaving. Even if they like everything else about their job—including their boss—feeling as though there’s nowhere to grow will prompt them to begin contemplating whether or not the grass is really greener on the other side.
With that in mind, here’s a practical strategy for solving two problems at once. Let’s say that your team or department adheres to the standard 20-80-20 rule, meaning that 20% of your employees are superstars, 80% are competent but not spectacular, and another 20% are bringing up the rear. Instead of spending precious time and energy attempting to motivate the bottom 20% re-evaluate them inside of their roles and consider a change. Perhaps the individual is in the wrong job and may be energized in another role.
By doing that, you’ve already increased the overall quality of your team. In addition, you’ve created extra time for yourself, since you don’t have to devote it to your underachievers. You can now take that time and put it to better use. For example, you can focus on your top 20% and discover what their professional needs and career goals are.
Involve Yourself Now
This may sound a bit simplistic, but the best way in which to do this is by asking them. Not in casual conversation, of course, but behind closed doors during a formal meeting. It shouldn’t be an intensive, pressure-packed meeting, though. It should be one that fully engages the employee and makes them feel comfortable enough to broach topics they might not bring up themselves. Below is a loose blueprint for how you should conduct this meeting.
• Ask what their expectations are for their employment with the company. This type of open-ended question may prompt a response you didn’t expect, but that’s information you need to know.
• Ask what their career goals and objectives are.
• Ask what the company can do in order to help them achieve their goals.
• Begin to formulate a concrete plan based upon their responses to the above questions.
• Plan to meet on a consistent basis in the future in order to gauge progress and set additional goals.
Star employees think about their career ambitions all the time. It’s in their nature. So if that’s the case, then it makes sense to be part of their thought process and to be involved in their plans for the future. If you don’t make sure that your company is involved now, you increase the chances that it won’t be involved down the road.
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The fact they believe there are no real opportunities for them at the company?
While many might argue about which of the above has more impact on whether or not a person decides to jump ship, attempting to identify the main overall culprit is probably the least productive approach to increasing retention. Why? Because while studies may show that one factor carries more weight than another, those same studies also show that all of the factors have the ability to influence people to some degree.
So that means by focusing solely on the main culprit—whatever it might be—your retention plan is only as good as the number of people in your company who are primarily affected by that factor. Which means that it’s nowhere close to being 100% effective.
People and situations
Are you going to retain every person you hire? Of course not. The key is to retain those people you want to retain, those employees who make a difference and contribute a tremendous amount to the company in numerous ways. And in order to retain those superstar employees, you have to consider what kind of experience you’re providing to them.
Life is nothing more than a series of experiences, and people respond to them in a rather predictable fashion. They strive to avoid negative experiences, and they tend to gravitate toward positive ones. That rule certainly applies to people. After all, people provide an experience, don’t they? I’m sure you could identify people in your life who provide negatives experiences and people who provide positive ones.
Which ones do you try to avoid?
The same holds true for an employment situation. If people aren’t receiving a positive experience in their job, they’re going to try to find a new one. The challenge is to ensure that they’re receiving that positive experience. However, there are two aspects of this challenge to keep in mind:
Experiences are very person-specific. In other words, what one person believes is a positive experience might not be the case for another person.
Employees are not apt to come right out and tell you what constitutes a positive experience for them. Unless you have a very outgoing and highly communicative person on your team, you’ll have to gather that information yourself.
Productivity and profitability
As you might imagine, there are many different components to an experience, especially an employment experience. The good news is that there are ways to not only account for all of them, but also to ensure that you’re addressing them in a way that will create positive experiences with your team and increase retention.
In future posts, we’re going to identify and discuss these different components, how they affect the overall employment experience and why, and how your understanding of them can help you to maximize the productivity—not to mention the profitability—of your team.
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As you look at why people and companies are successful, you quickly realize that they question everything.
WHY?
If you don’t know why you are successful, and what helped get you there, you may be doomed for failure.
Great leaders know this fact and constantly question, challenge, test, and duplicate their successes.
Here are some tips to help you become more successful:
·Customer surveys and group meetings. Implement an annual or bi-annual survey of your customers and find out what they like, what they don’t like, and what you can improve. Another effective way to illicit this information is to have meetings with your customers and brainstorm ways to improve. (Think about what Ford did with the Taurus. The vehicle was a direct result of consumer’s suggestions). Pay close attention to the customers that are unhappy. Let them speak about what they would like to see improved. Then fix it. Whenever possible, allow employees and key personnel to be present.
·Conduct an external assessment of the competition. Take a look at what they offer and what improvements they are making. Ask your staff:
Who are our competitors?
Are they better?
Why are they better?
Are we better?
Do they have a bigger share of the market?
Why?
How can we improve to become better than our competitors?
Who can put us out of business?
·Conduct an internal assessment. Survey your employees and find out what improvement(s) they think you should make. Have them brainstorm ideas for improvements. You may be surprised at the suggestions and ideas that your own employees have. Another key to making this effective is to make sure you respond to the suggestions.
·Accept and prepare for change. The only constant today is change. Create a culture within your company to embrace change and anticipate future changes.
Is your market place changing?
Is any new product being introduce that is a direct competitor to you?
Are any new competitors entering your arena?
Will new technology affect your product/service?
The best leaders are those who are not satisfied with complacency. Encourage everyone in your organization to keep informed in your industry and be prepared to make the necessary changes to get and stay on top.
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Leadership Development: How to Develop Yourself into a Great Leader
As leaders of businesses, it is often hard to keep up with the times and mold yourself into a great leader.Many people look at people who are great leaders like: Bill Gates and Steve Jobs to get inspiration. They study these people to see what they have done to make their businesses into international superstars. There are many leaders to pull from for inspiration. Finding the right niche to help you advance is an important factor to focus on. When you have the right motivation and niche to help you, you are ready to begin the process of becoming a great leader. It is going to be a long road full of difficulties and stress, but like so many leaders have discovered, it will be worth your time and investment. Here are a few suggestions to help you develop yourself into a great leader:
1. Look to the past- Whether this is through mentors such as Roosevelt, Truman, Gates, or Jobs, focusing information from great leaders of the past and the traits they carried is a way of developing great leadership traits of your own. Leaders in the past have had experiences that will help you to not repeat their mistakes and benefit from their successes. Granted, you are not running a country, but you are running something that is your livelihood. You can gain experiences when you listen to their counsel, identify the traits that are successful, and mimic their strategies.
2. Train like the rest- A great leader is also a great follower. By going to training with the rest of the employees, you can gain great insight to where your employees are in their development. You will be able to understand their strengths and weaknesses and help instruct each individual further in their career. This also looks good for you as the leader, owner, or supervisor. A higher authority that puts oneself into that situation is looking for ways to improve themselves too. As an employee, having an authority figure that is looking to improve themselves, their employees, and their company goes a long way to improve company morale. Not to mention, increase productivity and customer focus.
3. Listen- This seems simple enough, but it’s not. Listening to your employees is the most important step of all if you want to develop yourself into a great leader. This leadership development strategy is practiced simply by hearing and responding to what employees have to say. Listening to complaints, suggestions, and overall compliments is very important to your employees. A great leadership trait is listening. When a leader wants to have a group that is efficient in their work duties, they listen to the employee’s suggestion(s) as to what needs to be done to make the process less strenuous and the resources they need.
It is very difficult to develop yourself into a great leader, but it can be done. Looking at the present great leaders of multi-billion dollar companies, you can see the many techniques they use. Having well organized methods to help you develop yourself into that great leader and mentors or a coach to keep you focused is paramount. Keeping employees happy is how you can truly help yourself develop. This is through showing and leading by example first.
Start today! What are the top 3 leadership traits you want to develop? Does your coach agree with you? What action steps are you going to take…and when?
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How often does your organization give employees responsibility without a clear direction or an understanding of the expectations? This can, and most often will, result in low productivity, confusion, and lack of results, which can lead to low morale and turnover.
On the other hand, empowered employees will produce amazing results in the workplace, and usually do it with a great attitude and enthusiasm. When leaders and managers empower effectively, they don’t give up authority and responsibility completely; rather, they share these elements with the employees. They help the employees reach new heights and further their careers. A key to successful empowerment is to clearly communicate your expectations, establish clear boundaries of authority, and create an action plan for results.
Leader Guidelines for Empowering Employees
Include Employees in the Direction of Your Company
This includes a part in the strategic planning phase, writing goals and objectives and the implementation of the goals with a specific timeline. Let your employees help determine the timelines and rewards of the completion of the task.
Be Clear in Your Communication
Be sure employees understand what you are asking for. Ask them to recap the conversation, listening for gaps in what you said and what was repeated back.
Use Their Ideas
How much time do you spend listening to your employees’ ideas and suggestions? Ask for their input regarding how they would go about completing a project. Let them do it their way if the result will be satisfactory to you.
Demonstrate Your Trust
Determine what resources they need before they start the project and clear the way for the resources to be available. Resist checking in on every detail, but have controls in place so they know when they should check with you.
Match Their Interests with Your Needs
Meet with your employees and learn what they want and need. When possible, assign tasks that will allow them to grow and take on additional responsibilities.
Give Realistic Timelines
Determine together a realistic timeline. Be specific as to when a project is due, don’t say, "Return this to me as soon as possible." If you need it by the end of the week, say so clearly.
Establish Priorities
It is helpful for employees to know which pieces are the most important to you. Make certain that they know what needs to be done first and why.
Coach, Don’t Manage
Coach employees to success. This means listen, ask questions, offer strategic advice, and always give direct feedback.
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In today’s business, having effective frontline and executive leaders are vital if you want to succeed. Being open minded to changes in society is what is going to help your organization expand to meet the current challenges. There are many traits which need to be examined if you are to develop successful leaders. Leadership development takes time and training some people cannot spare, but as any executive knows, this is the cornerstone of leadership training. Here are a few tips to get you started in developing effective frontline and executive leaders:
1. Training – Developing effective frontline and executive leaders not only takes time, but an understanding of what needs to be trained. Assessing your team will give you great insights as to what training needs to be done. Creating a personal training plan for each member of your team will help them utilize their strengths and build on their weaknesses. After the training, you need to monitor their progress. Keep them focused on the goals and action steps of their plan. “What gets measured gets done.” If you want your training to really be effective then you must follow through and be consistent as you monitor progress. It is only with monitoring and correction that truly makes the training effective and hardwires the results you need. Having this consistency is important to succeed.
2. Moral support – This is great to boost self esteem among your frontline and executive leaders. Giving them the needed support can change the outcomes almost immediately. Management consulting, on a weekly basis to give support to the newly executive leader, is a way of showing their value to the company. Promote a positive environment by recognizing a job well done. Praise the team when they accomplish a task, project, or have creative ideas that will help the company grow. Leadership development starts with the teacher. Having a well trained teacher to supervise is vital if you are to give the needed moral support to your newly developed leaders.
3. Good working environment – Make sure your working environment is suitable for a frontline and executive leader. A positive environment along with the “tools” needed for their job is vital for success. Have an ongoing training program and providing professional coaching will help your team grow with the company. Here you must lead by example. Do you have a coach? When was the last time you had some training and development? Have you informed everyone on the goals and direction of the company? By giving your employees the tools they need to be successful, you send a message that they are a valuable asset to the organization. When an employee has that environment, they are more likely to work harder and more efficiently.
There are many ways to increase your percentage rate of frontline and executive leaders. With leadership training and development, you can keep your business running smoothly and without any interruptions.
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Business coaching is defined as an interaction intended to enhance performance and facilitate change. It focuses on sound inner judgment and that leads to the best possible outcomes. Business Coaching has been practiced for years. When you have business coaching in your company, you are opening the door for a bigger advancement in the performance of your employees, thus your organization. You will be able to see numerous benefits when you implement business coaching. Some benefits of this well known practice are:
1. Employees will perform at their best- When you incorporate business coaching into the employee developmental process, your employees will challenge themselves and seek to perform at their best. It is very important in any business to have efficient and effective employees. One-on-one interaction with a business coach provides the environment for employees to untap their hidden potential, demonstrate their additional capabilities and added value their enhanced performance brings. This far exceeds the investment you have made in this person. Under all circumstances it is prudent to stay ahead in the business world and this becomes more important in times of restructuring and uncertainty. When you want your business to grow, you need to think about how your employees will help secure this growth. Business coaching is your answer.
2. Recognizes their experiences- This goes along the same lines as employees performing at their best. With business coaching the employee works with their coach to reinforce their current strengths and to surface new opportunities where these skills can be utilized allowing the employee to expand their contribution to the company. Business coaching allows for employees to share their work experiences and feel more intellectual for doing so. Their attitudes change when they feel they have attributed something to the company. This benefit increases the level of the employee’s engagement to the firm and has a domino effect throughout the organization.
3. Increases your bottom line- When you have business coaching available to your employees, you recognize and communicate their worth to the company. The main goal of business coaching is to offer the tools and support individuals need to enhance their performance and to facilitate change. With business coaching, you will be able to increase your revenue stream. Always thinking and staying ahead in the business world is what is going to make your business grow. Business coaching is what you need if you want to achieve this.
Outcomes that you can expect when you have business coaching in practice are higher levels of engagement, more efficiency and productivity. Investing in your employees is a sound business decision that will yield a high ROI (return on investment).
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