Leadership

Who Cares About Employee Engagement?

All the time, we see themes become popular in management. They seem like fads…something that will gain hype and eventually die down again. And by the time you implement a process, your employees have already found something else that’s more important. But one of those themes never went away: Employee Engagement. Whether you call it engagement or another term like accountability, ownership, empowerment, or commitment, it all revolves around creating an environment where employees act interdependently to drive your organization’s success. So, if you thought this was another fad, take out your notepad and write this down…It’s NOT.

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Weak Bench Strength

Working with businesses across the country, we hear a lot of talk about preparing companies for the exit of their most senior managers…but sometimes it comes with very little action. What’s up with that?

When you ask many company owners who will take over for them, they usually answer with, “I don’t know! I don’t know of anyone who is like me.” After conversations like this, the action is thinking and talking, but usually no change.

So here’s what you do…

Start hiring the right people.  Hire what you need, not replace who you have.

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You coach. But they don’t listen.

Being a manager has its ups and downs. Sometimes, your team is on a roll; they’re rock stars. Things are going great. They’re following your direction and they’re hitting goals. Then you get to celebrate! Other times, nothing seems to be going right. You know you’ve got good people, but you can’t get them to follow your lead. You coach and train them several times, and while most of them catch on, there’s that one person who will continually do things his own way, despite all the time you spent training and coaching.

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Peer Groups…What’s in it for me?

Do you ever feel like you’ve hit a wall? You’ve set goals for your department or organization, and as hard as you try, you can’t get over that one obstacle that’s standing in your way. Do you ever feel stagnant? Stuck in the same spot, not going anywhere. Not seeing new things. Not listening to new perspectives. You know you’re in a funk, but can’t figure out how to get out. Why not think differently? What if I told you that people just like you are struggling with the same issues in their organization and on their teams? What if I told you there was a way to challenge your habits, thoughts, and assumptions? What if I told you that you didn’t have to face those obstacles alone? When people hear the words “peer groups,” many thoughts can come to mind.

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Plan to Rock in 2016!

We’ve all done it. It’s a new year. We make a resolution to diet and lose weight. You go to the store, prep all your meals, and create a plan to go to the gym. By the time Monday morning rolls around, you are ready to start your week! You eat healthy all week, go to the gym, and get plenty of sleep. You jump on the scale and BOOM! Down three pounds! Success!

Now it’s the weekend, and time for a reward. You’re feeling good. One bad meal won’t hurt you. Then it becomes two bad meals. And then Sunday, you don’t feel like prepping meals or planning gym time for the next week. And guess what happens? You are off track and unmotivated.
 

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Personal Productivity: A New Year’s Resolution

So it’s the end of the year, and you’re probably starting to think about what your New Year’s resolutions are going to be…what your goals will be. Why not make a goal for personal productivity?

In today’s workplace, employees are being asked to be more efficient and produce at higher levels. Those individuals that can demonstrate the greatest degree of personal productivity are often those who are seen as the most valuable. This fact makes this concept of individual efficiency and production even more relevant.

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The Generational Divide: Working with Millennials

Recently, several managers have asked for suggestions on how to challenge, motivate, and retain talented Millennials. On the flip side, a few managers have also expressed the opposite problem: being frustrated about working with and managing the Millennial generation. We’re finding that the frustration is typically blamed on generational differences.

We typically hear comments such as, “When I was that age,” or “This Millennial generation doesn’t have the same work ethic that my generation had.” Negative references are made about Millennials who use their smartphones all the time, and their constant use of social media sites. Or that they think they can show up for work whenever they feel like it and demand a flexible work schedule.

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Dear Boss, I Quit! – Making changes for new generations

  • “I can’t stand my boss; I need a new job!”
  • “I wish I had more time off. My family is just as important.”
  • “I know what I’m doing…get off my back!”
  • “I wish my job was more fun…”
  • “Why bother? Nobody listens to my ideas anyway.”

These thoughts run through employees’ minds in almost every company. And the part that’s scary is…eventually they are going to do something about it. As someone managing employees, you may think that everything appears great from the outside. Sales are up, your team has a good relationship with your customers, and you don’t see any immediate problems.

Since there are no major problems, why change? Because even though you don’t see it, you’re about to lose valuable employees! In your eyes, things are fine. But in your employees’ eyes, one of these things could be the final straw…it’s only a matter of time.

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Your Employees Are Leaving

It happened again. One of your star performers is leaving and you had no idea he was even looking!  He’s been with you for several years. You’ve watched as he’s been promoted through the company.  He’s been involved in some key projects over the years and you’ve invested in outside training to enhance his skills. But now he’s gone…Just like that! What happened?

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Why are you ignoring me?

One of the toughest jobs in an organization is that of a front-line supervisor. In this position, they get hit from both directions – from those who directly report to them and from those that they report to. Often, they have less authority to make decisions and more overall constraints. Instead, they are given directives on what should or should not be done and are expected to carry out the directive without question. Recently, we’ve had several front-line supervisors share with us that they are frustrated and feel like their suggestions, recommendations, and opinions are dismissed, ignored, or not taken into consideration.

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