Tag Archives: employee engagement

How are you doing?

Listen radio12th and final post in my 12 days of Christmas mini blog series

12. How are you doing?

Ask your team for feedback on how you are doing in their eyes. It can feel uncomfortable to give feedback to the boss, so ask in a more conversational way such as “What could I be doing to make your job easier?”

Be brave. We don’t always want to hear about the things that frustrate your team, particularly if you may be contributing to the problem! Be open to the truth and willing to listen.

Create the opportunity for people to give anonymous feedback. People may be afraid to say what they really think if they’re concerned about being labelled a problem or complainer.

Ask for feedback regularly. Things change and problems can fester.

Accept feedback with good grace, and thank them for an honest response. Address concerns. This doesn’t mean that you have to resolve every personal whim, but it means identifying trends, recurring problems or prioritising what needs attention.

Communicate progress. If people have taken the time to let you know how they feel let them know what and how you are addressing any issues or following through on their suggestions.

Action point:

If you consider yourself to be a brave, caring owner of a growth focused business, I think you’ll be fascinated by this FREE assessment.

Get your company’s engagement score on 10 minutes or less.

https://www.engagementmultiplier.com/en-gb/partner/naturallyloyal/

It only takes 10 minutes (or less) to get your company’s engagement score, and discover where to take action to make an impact right away.



Getting stuck in

goal challengeDay 10 in my 12 days of Christmas mini blog series

10. Getting stuck in

It can often feel as if you’re not achieving much in the first few days or weeks back at work. Set some short term goals or mini projects so that everyone can get stuck in and can see some results within the first few days back at work.

It will certainly help focus attention back onto the job in hand, and get everyone back into full flow as quickly as possible.


Systems and resources

system daria-nepriakhina-474036Day 9 in my 12 days of Christmas mini blog series

9. Systems and resources

How often have we heard the phrase “I’m sorry, the system won’t allow me to do that.”?

Do you have any systems in place which make life difficult for your team members?

Poor systems can be frustrating for team members, but also impact productivity, the customer experience and ultimately your bottom line.

Here are a few to look out for:

  • No system in place for routine tasks so staff reinvent the wheel every time they carry out similar tasks.
  • Not fully understood, so not followed
  • Over complicated or cumbersome
  • Too much red tape or to-ing and fro-ing that slows everything down
  • Unworkable due to lack of time, right equipment, tools, or products

Poor systems or a lack of resources inevitably puts extra pressure on the team, particularly when there is a direct impact on customers…

Resulting in an inconsistent level of service, leaving the customers frustrated or disappointed.

It’s easy for us to become oblivious of how ineffective a system works or poor the equipment when we’re not using it every day. So, ask your team for their observations and feedback.

Very often the simplest of modifications is all that’s needed to make all the difference.

 



New challenges

challengeDay 7 in my 12 days of Christmas mini blog series

7. New challenges

Not everyone wants to progress, but that doesn’t mean you let them stagnate.

We often think of development as grooming people for promotion. Although this might be one intention or outcome it shouldn’t stand in the way of development. Even those who have reached the limits of their capability or have no desire for more responsibility shouldn’t be left to stagnate.

A bored employee is unlikely to shine and even less likely to wow you or your customers!

Look for opportunities to stretch team members within their current responsibilities or in areas where they’re already strong. Discuss how you can add variety, set new challenges or stretch them.

Maybe give them

– responsibility for training others,

– giving them ownership over the procedures,

– looking for ways to make efficiencies or refine a process.

By giving individual team members ownership over particular tasks we create a sense of pride and responsibility.  And with this comes the desire to get things right.

When they have one or two areas to focus on specifically it encourages them to go deeper and develop their expertise. You’ll be amazed what people can achieve when their strengths are recognised and they’re given the authority to apply them.

This can also take the pressure off you as that person then becomes the go to person.



Seeing strengths

Strengths cyril-saulnier-250098Day 6 in my 12 days of Christmas mini blog series

6. Seeing strengths

January is often a time to catch up on staff training.

Rather than merely trying to fix weaknesses (which makes everyone mediocre in everything) look back at where individual team members have shown specific strengths. By focusing on people’s strengths we’re able to tap into opportunities to enable them to really excel – in the same way you might expect an athlete to work on honing their skills in the areas in which they already perform well.

You might need to look for the capabilities in others that they themselves may not see and help them to see these for themselves. Focusing on strengths not only boosts confidence, it enables people to shine and excel. It means complementing potential shortcomings of others in the team, contributing unique value in the eyes of colleagues and customers.

And in most cases

…the tasks we’re good at are those we enjoy more, excite us and keep us engaged.


Promote Teamwork

Team raftingDay 5 in my 12 days of Christmas mini blog series

5. Promote Teamwork

Upskill and cross train people to cover other’s responsibilities so people are confident their job still gets covered when they are sick, on holiday or have an extra heavy workload.

Set up job swaps so everyone has a greater appreciation of each other’s roles and create teamwork and a culture where everyone takes responsibility when necessary, rather than passing the buck.

Upskilling also demonstrates you commitment to your team, and shows people they are valued.


Fresh Focus

FocusDay 4 in my 12 days of Christmas mini blog series

4. Fresh Focus

Time off often gives people time for reflection and can prompt them to start thinking about other options, career moves or even career changes.

Share your plans for the coming year with your team so they involved, and ask for their input so you give them confidence in the part they have to play, and so you avoid any feelings of insecurity.

Schedule 1:1 reviews as early as possible to discuss individual contributions and where they fit in with your plans for the year ahead.

Encourage everyone in your team to have their own goals too. Even if these don’t include working for you long term, discuss how you can help them achieve their goals together.



Celebrate and share successes

celebrate reward recognition

Day 3 in my 12 days of Christmas mini blog series

3. Celebrate and share successes.

Remind your team of all your achievements over the past 12 months. What milestones have you achieved as a business and individually. What were the highlights, and what’s been their contribution?

Staff are more likely to be loyal and work harder for a business they believe in.

Give praise where it’s due to create a buzz for the year ahead!


Employee Engagement ~ One Bad Apple

employee engagement

Employee engagement ~ how behaviour breeds behaviour

It only takes one “rotten apple” to affect employee engagement across your whole business.

We have 4 apple trees in our garden and I love this time of year when you can just pick an apple off the tree. We have more than we can eat, and as we all know, if you inadvertently store a bad apple along with others ultimately all the others will go rotten too. They look OK, but open up the box in a few months’ time and you soon discover your mistake.

It can be the same in your business too.

When you have a rotten apple in your team they can have a negative impact on everyone else. I’ve seen it all too often, it may not be obvious at first, but over time the issues start immerging. Tasks left half done, customers given inaccurate information, other team members left to deal with more challenging tasks.

Unfortunately, these disengaged employees on the surface look the same as everyone else.

They manage to come to work on time, they do what’s asked of them and they say “Yes” to your requests.

But…

When you’re not around things get missed. They only do the minimum expected. They seldom go out of their way to support others, and they manage to avoid doing those jobs everyone hates.

They may not be consciously unhappy, but nor are they enthusiastic, excited or energised about the job.

And the worst of it is …

… like the bad apples, if we don’t spot them soon enough they bring everyone else along with them.

It only takes one negative or obstructive person to get in the way and undo all your efforts. These people can have a massive impact on employee engagement, people’s performance and ultimately on your customer service levels.

Do you have any rotten apples in your business?

P.S. If it makes sense to measure financial and sales performance, it also makes sense to measure engagement.  Peter Drucker said it beautifully: “If you don’t measure it, how can you manage it?

Why not find out exactly where you are now.

Get your company’s engagement score with a FREE trial anonymous survey

https://www.engagementmultiplier.com/en-gb/partner/naturallyloyal/


How to enthuse and engage your team


Making your team feel valued

How to help your team feel valued

How to make your team feel valued

Employee engagement and ensuring your team feel valued has become a hot topic lately. Like me, I know you know how important it is to have an engaged team, and the impact this can have on the customer experience, productivity and staff retention.

On Friday I gave a short presentation on just one way to help keep your team engaged, and that was making your team feel valued.

There are many ways of you can make your team feel valued, but the one I’d like to home in on today is that of tuning in to team members.

Failing to spot disengaged employees isn’t always easy. But if we don’t, we run the risk of these people being a drain on others in your team, being less productive and negatively impacting your customers’ experience. And ultimately resulting in higher staff turnover and all the knock on effects this can have.

So here are 10 ideas to help tune in to your team and individuals within the team so you can not only demonstrate to your team you value them, but you can also nip in the bud any problems brewing before they fester and impact everyone else.

  1. Know what’s important. Making your team feel valued starts with understanding what drives each of your team members and what’s important to them. Although something might seem trivial to you, it may be highly significant to someone else. When you know what these are you take account of these with this person.
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  2. Be available for people to talk to you on a one to one basis or in private. Not everyone will feel comfortable raising concerns or questions in front of colleagues, and some situations may not lend themselves to be aired in public.
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  3. Be approachable. Make it easy for people to come to you when they have question or concern, and create a no blame culture and let people know there should be no embarrassment in making a mistake, so long as they learn from it.
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  4. Keep your ears and eyes open to spot when things aren’t as they should be, and you can pick up on concerns quickly. Not everyone has the confidence to ask for help when it’s needed or let you know when they’ve a problem. Listen and observe so you can spot any staff concerns quickly. Left to fester these can snowball into bigger problems.
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  5. Regular one to ones. Never under estimate the value of sitting down in private with each of your team on a one-to-one basis. Schedule these in advance and stick to your schedule. Nothing smacks more of I’m not valued than constantly cancelling these meetings.
  6. Show you value their opinion. Ask their advice in areas where they have more involvement than you, e.g. many of them will spend more time with customers than you and often spot things you might miss.
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  7. Ask for feedback regularly. Things change and problems can fester. Use briefings to get feedback on any customers’ comments, discuss any questions or suggestions that arise about operational issues which could affect them in any way.
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  8. Provide support when needed and be receptive to when this is required; not everyone will be confident enough to ask for this.
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  9. Be brave. Ask your team for feedback on how you are doing in their eyes. It can feel uncomfortable to give feedback to the boss, so ask in a more conversational way such as “What could I be doing to make your job easier?” We don’t always want to hear about the things that frustrate your team, particularly if you may be contributing to the problem! Be open to the truth and willing to listen. Accept feedback with good grace and thank them for an honest response.
    .
  10. Create the opportunity for people to give anonymous feedback (using a tool such as Engagement Multiplier). People may be afraid to say what they really think if they’re concerned about being labelled a problem or complainer. Address concerns. This doesn’t mean that you have to resolve every personal whim, but it means identifying trends, recurring problems or prioritising what needs attention.

Action point:

Help your team feel valued by asking for their feedback. If you consider yourself to be a brave, caring owner (or senior decision maker) of a growth focused business, and you’d like to find a simple way to get direct and honest feedback from your team, take a trial assessment. Register your interest here:

to get your company’s engagement score, and discover where to take action to make an impact right away.