There seems to be a buzz around the term “the Great Resignation,” or the shift we’ve seen in the job market during the pandemic. When people realize they have other opportunities that could put them in a better career position, they’re going to investigate them. So how can employers effectively retain their best employees? How can they show their employees that staying at their company is the best option for their careers? Below are a few key components to aid in answering those two important questions.Read More
Vital Insight Into Management Training Success
Expert Tips For Building A Strong Leadership Development Strategy
As a manager or leader, you likely spend a lot of time thinking about how to develop your team and improve performance. But have you ever considered coaching as a way to do this? Coaching job skills is a process through which you can help your team members learn new skills and improve existing ones. Not only will this make them more effective in their roles, but it will also benefit your company as a whole.
When you coach job skills, you help employees identify areas where they need to improve and then provide them with the resources and support they need to make those changes. This can be done through one-on-one meetings, group training sessions, or even online courses. But however you choose to do it, coaching job skills is an essential part of being a successful manager or leader.
Do you ever find yourself not meeting deadlines or falling short of completing a project? You're not alone. In fact, a study by the Harvard Business Review found that 70% of employees don't know how their daily work is connected to their company's strategy. And, more than 60% of employees say they don't receive sufficient feedback about their performance. If these statistics resonate with you, it may be time to develop performance goals and standards.
There's no question that setting and achieving performance goals is an important part of any manager's toolkit. Without defined objectives, it's difficult to know what steps to take and how best to allocate resources. This is especially true for managers, who are responsible for developing long-term performance and organizational goals.
The world experienced a dramatic shift in our everyday routines due to the global pandemic, and we’ve all been recovering and working to be back on track and establish what the new ‘normal is.’
For the past 18-24 months, companies have dealt with employees leaving due to the pandemic or as part of The Great Resignation. Now, employers are managing through what is labeled quiet quitting – a growing trend for the last half of 2022 as refute of the hustle culture.
Despite these forces, leaders must be well-equipped with the skills to support their teams and reduce the feelings that boundaries aren’t respected, or voices aren’t heard.
Managers want to provide helpful feedback to their team members. However, many managers struggle with how to structure that feedback. Whether a team member has difficulties or exceeds expectations, a manager’s ability to provide effective feedback is a critical skill in which managers must be adept. Feedback provided effectively and tailored to the team member will motivate and help retain top performers and grow every team member.
The purpose of providing performance feedback is to support your team members' growth and improvement in their respective roles. Managers who provide feedback intended to maintain a team member’s self-esteem and dignity improve the overall measurements and effectiveness of the team member.
What do you, as a team lead, gain from this? That’s a valid question! Correctly and effectively laying out their feedback leads to:
Delegating tasks in the workplace brings tremendous value to managers and leaders and should not be underestimated in the suite of managerial skills set. Understanding how to maximize delegation without hindering overall performance is vital to the success of an organization.
When done correctly, the benefits that delegation brings include building trust amongst a team and increasing total productivity.
Where people exist, conflict exists. When you hear the phrase “workplace conflict” you might imagine the most passive-aggressive, or even just … aggressive situations that can arise between team members. Images of disgruntled employees gossiping with one another about a particular employee, or even a yelling match may come to mind.
Although situations like that aren’t uncommon, it’s important to remember that “conflict” can float under the radar, and fester in places that you may not even notice as a leader. Individual conflicts can come and go, negatively affecting your workplace culture without you ever seeing it happen.Read More
Think about what your "workplace" looked like before the COVID pandemic. Did it look ANYTHING like how it does now?
If your organization is like most, the answer to that question is likely "no".
When it comes to where employees get work done, how they communicate, and what the typical workday entails, there have been monumental shifts in many companies across most industries.
This shift presents a unique set of challenges:
- Many employees are on different schedules
- Not all team members can communicate fully face-to-face
- It's difficult to convey tone and emotion using many remote communication channels that are being used more and more
It's crucial for you as a business leader to find ways to overcome these challenges, and keep your remote or hybrid team communicating clearly and effectively
Fortunately, there are some simple tools and strategies you can use to improve your team communication despite these challenges.
There have been many inflection points in human history which have required businesses (and people) to change the way they operate.
A good place to start when trying to formulate how to grow your business during a time of change, is to look into the past
All of the following examples can be explained with the same thesis:
"Every instance of societal change opens doors that didn't exist before."
Take the Plague of the 1340's: Laborers were able to charge more for their work, the Feudal System collapsed, and the rise of "Humanism" took place.Read More
Some of your employees may have already been working from home before COVID-19, and feel like not a lot has changed in their day-to-day now that your company has shifted to remote work.
At the same time there are probably others who are experiencing a remote workplace for the first time, and are still adjusting to this "new normal" (I wanted to get that over-used term out-of-the way, I promise not to use it again.)