Retaining Employees

Shake It Up…

2 Minute Read

Disrupting the Org Chart

During a recent conversation with the leaders of a company, we asked them to imagine that their department was not a part of the overall company, but a stand-alone business having to provide value to its customers and make money to continue. Then we asked the question, “How would you organize the company related to positions, roles, and responsibilities? And how would you measure effectiveness?” This is what we call disrupting the org chart.

Some leaders had to be reminded that every minute someone is working costs money. They then considered how to measure productivity in service-related areas. They recognized that their employees tend to come to work and most are busy. But they’re not necessarily busy with things that are high-payoff or things that move the needle, related to value and time. They came in to do their job.

Also, they recognized that they were not asking their (internal) customers what was needed from them as a department. They simply were doing their job and finding ways to make their job easier; not really considering how it affected others. There was no system in place to continually assess needs and effectiveness as things changed for their customers.

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10 Ways to Disengage Employees

2 Minute Read

As we’re rounding out the year, you’re probably going down your list of “to-dos,” making sure you hit all your benchmarks. This one is probably on everyone’s list: DISENGAGE MY EMPLOYEES. We can’t have anyone loving their work! And just in case you haven’t accomplished this one yet, we thought we’d provide you with a few tips.

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Make the Most of Your Training Budget

3 Minute Read

For many companies, this time of year is budget season. I know, you’re thinking…oh joy! Don’t remind me. But we bring this up for an important reason: the development of your employees. It’s pretty easy to view employee training as an expense to be managed; as just another line item or as an area to cut to balance your budget.

But do you know the result of this mindset? It can create a reactionary culture of supervisors that wait to act until something negative happens. Or it can result in employees learning to take action after something is a problem, instead of planning to eliminate it. It can create misalignment in your company’s goals, take away from employee engagement, and bring about a culture you’re not exactly happy about.

“Having a functional training budget is a critical component to your corporate strategy.”

 

A comprehensive training plan and training budget should be viewed as an investment…not just as an expense. Employee training doesn’t have to be cost prohibitive. And it can provide a measurable return on investment that not only justifies, but validates the expense.

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Employee Evaluations: Getting a “Kick Start”

2 Minute Read

Of all of the tasks required of a supervisor, writing Employee Evaluations is one we hear most often dreaded. Some of the typical complaints we hear are:

  • “I don’t know where to start.”
  • “There are employees that have worked here for years and there is nothing new for them.”
  • “I have several to do at a time and by the end, they all start looking the same.”

Most supervisors have been there…blank employee evaluations staring back at you just waiting to be completed. It’s only marginally better if it’s electronic. You know the benefit of annual evaluations, yet they just keep being placed further back on the burner. Inspiration can be difficult to come by at the end of a long day, and often a kick start can help with the “blank page (or screen) syndrome.”

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Changing Office Politics as We Know It

2 Minute Read

Office politics is a topic that is typically avoided and rarely acknowledged. But it has a remarkable impact on productivity in the workplace. The difference between a historic and a modern view of office politics is how we address it. The fact is, there is a need for office politics – it’s how we get things done. Embracing this view is the key to getting to the next level, which is differentiating between office behaviors that are positive and welcome or negative and offensive.

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Everyday Ethics and Integrity

2 Minute Read

The topic of workplace ethics and integrity is one familiar to most business executives. Our culture continually forces companies to redefine how they view workplace behavior, decisions made, and the impact on customers, employees, and daily operations. The basic definition of Ethics revolves around what is considered “right” and “wrong” in the choices we make every day. There isn’t one set of rules or morals designated as the authority on conduct. Each business must adopt, and apply for itself, what guidelines are considered universal and what constitutes a violation of those guidelines.

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How rewarding is your environment?

3 Minute Read

Supervisors play a key role in any organization, creating a link between organizational goals and front-line employees. They have a dramatic impact on employee performance and behavior…especially motivation. Supervisors are agents of their organizations and have corresponding power and accountability.

The job of a supervisor (as we would define it) is to get work done through other people. And in order to be effective, they must understand how to create an environment that motivates people to be successful. They must understand how their environment rewards or punishes employee behavior.

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10 Ways to Create Employee Turnover

2 Minute Read

Are you tired of leading teams? Do you just wish everyone would quit so you don’t have to manage anymore, and you can do the job yourself? (After all, you probably do it better anyway…)

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Who Cares About Employee Engagement?

2 Minute Read

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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The Generational Divide: Working with Millennials

4 Minute Read

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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