All year, I’ve been offering ideas in our ongoing series on specific things leaders can do to create highly motivated and engaged employees. Earlier this month, I talked about giving your employees positive opportunities to interact with your senior management. Today’s tip (which also happens to be #30 in this series): let your employees telecommute.
Let your employees telecommute
Let them work from home; not necessarily every day, but how about a few days a week, or even once a week? Heck, even once a month is hugely motivating. Even occasional telecommuting leads to highly engaged employees … because they view it as freedom – the independence to be productive, stay motivated and save time. Now I am well aware that there are certain jobs that don’t lend themselves to telecommuting – I mean can you imagine being a retail store clerk or a grocery store cashier from afar? But … the vast majority of jobs have at least some responsibilities that can be done from a distance. And in some cases, these tasks can be completed much more efficiently if they’re away from the daily distractions of the workplace.
With today’s technology, working from home is no longer as impossible as it might have once been. Continue reading
Extroversion versus introversion. Despite numerous studies and anecdotal situations that show otherwise, people still continue to assume that somehow extroverts are more successful in the workplace than introverts. As I have blogged about in the past, that is simply not true. Introvert power comes from tapping into what makes introverts different from extroverts, and not by taking on more extrovert traits. In fact, in the past I have blogged about how introverts lead, and how introverts network.
Which is why I was delighted when my professional colleague Dave Byrnes agreed to guest on the blog today. Dave is known as The Introverted Networker, and not surprisingly, he helps introverts use sales and networking to succeed in their business and careers. Today he writes about how leaders (extroverts or introverts) can help their introverted employees maximize their introvert power and productivity.
Convert Your Introverts for Greater Productivity
There has been a lot of press about the power of introverts and their differences from extroverts in recent times. While better understanding is great as a leader, you may be asking yourself how this affects the bottom line.
How can you turn these insights into increased productivity from your introverts and improve job satisfaction so they stick around longer? Continue reading
Today’s post on the blog continues with another specific idea on how to build a team of highly-motivated and engaged employees. Last week’s tip was to organize a team-building and learning day. And today’s strategy is to find opportunities to give your strong employees exposure to your senior management by assigning them to appropriate task forces and committees.
Give your people opportunities to show their strengths to senior management
Many of your employees aspire to bigger and better opportunities, so when you put them in situations where they can demonstrate their skills and talents to others who can also help them achieve their career goals, the result is highly engaged employees. This scenario is a win in many aspects. It’s a win because your employees’ professional networks are broadened, allowing them to “show their stuff” to other key influencers. It is a win for you because Continue reading
The proliferation of flexible work continues. Whether the flexibility is related to hours (such as flexi-time, compressed weeks, or part-time work) or workstyles (telecommuting, flexible workspaces, or job sharing), it is something that more employees want. Flexible working arrangements are viewed as attractive because they represent freedom – to be productive, stay motivated, and save time.
All of which also benefits employers, but not every organization has come around to appreciating the advantages. Ironically, if your organization isn’t open to the idea of flexible work, you are putting yourself at a competitive disadvantage when it comes to recruiting, hiring and keeping the best and the brightest. Which means it’s worth your while to at least explore the possibility. In my latest column in The Globe and Mail, I offer five must-dos to help you make flexible working a reasonable alternative in your organization.
If you get the print edition of The Globe, you’ll find today’s column on page B12.
Note: if you are a subscriber to The Globe and Mail, you can also read the column directly at their website at this link: https://tgam.ca/2RjIGoI
So I’d love to hear about your experiences with flexible working. Is it an option that is offered in your organization? Is it working well? What are some of the challenges? What do your employees think about it? Please add your thoughts below.
Last week, in our series on practical low- or zero-cost ways to create high-performing engaged employees, I suggested that you boost employee morale by letting them represent your organization at external events. Today’s tip: organize a team-building and learning day.
Organize a team-building and learning day
Teamwork and engaged employees go hand in hand. If your employees are engaged, they work together towards common team goals. And if employees feel like they’re part of a cohesive, strong and highly-productive team, then they are highly-engaged. Which makes any emphasis you place on learning and team-building a very powerful motivator. So organize a team-building and learning day.
Make sure to set it up so that there is both a learning component and a fun component. Ideally, Continue reading
All year, I’ve been video-blogging about specific actions leaders can take to build employee morale in their departments and their organizations. My last tip was to say thank you in writing. Today’s strategy goes in a different direction. It is to give your employees the opportunity to represent your organization at an industry event.
Let your employees represent your organization at an external event
This may not seem like a big deal, but this is one of those actions that has a surprisingly great return on investment. The reality is that in most organizations, the folks involved in direct revenue-producing activities are the ones who often are the outward face of an organization, and for that reason, are the ones most likely to attend industry association conferences, community fundraisers, networking events, and the like. Continue reading
Today’s blog post continues with our video series on specific and practical actions you can take as a leader to boost employee morale. Today’s strategy is not new. It’s to say thank you, which is something that I addressed way back in strategy #9. However, the difference in today’s tip is how – it is to say thank you in writing.
Say thank you in writing
Don’t just walk over and thank your employee for going above and beyond, and don’t just leave them a voice mail. Take the time to put it in writing. When you put it in writing, it has more permanence so it is perceived differently than if you just say thank you verbally, and it is a powerful way to build employee morale.
There are many ways to put it in writing
Today’s post is another instalment in our video series on specific tactics and approaches leaders can use to build employee morale. Last week was to allow employees to personalize their workspaces. Today’s strategy is to create a stress-free zone in your workplace.
Create a stress-free zone in your workplace
This tactic produces positive results in any organization, but it is really valuable if your team operates in high-stress or deadline-driven setting. Whether it’s a call centre, a trading floor, a law or other enforcement environment, or just about any fast-paced workplace, giving your staff a place they can go to unwind or calm down for even just a few minutes is a powerful employee morale booster.
Ideally the space should be a room with a door that employees can close to create a quiet area. But if that’s not possible, even Continue reading
Last month, I blogged about two different scenarios demonstrating how otherwise-reasonable managers do stupid things that lead to demotivated and disengaged employees. Specifically, I wrote about managers who short-sightedly block their employees’ internal transfers and promotions, and those who erroneously mistake attendance for productivity. Both those posts generated several emails (and even a phone call), all from readers who agreed completely with the points I was making. A couple of weeks later, I received another email from a reader, outlining yet another situation that occurs repeatedly, almost always resulting in disengaged employees. This event – when managers watch the clock to see what time employees arrive and leave, but then don’t give them credit for the work they do on their own time – is a huge demotivator.
Work isn’t just done from the office any more!
I couldn’t agree more! In today’s world of advanced technology, work isn’t just conducted in the office anymore. Continue reading
It’s been almost three weeks since I last did an instalment (Strategy #23: volunteer together) in our video series about specific ideas on workplace motivators to build morale and employee engagement. So I figured it was time for another one! Today’s idea is to allow for creativity and fun in decorating and personalizing individual workspaces.
Allow creativity and fun in personalizing individual workspaces
When you think about how much time you spend at work, it may give you cause to pause. Roughly one-third of your life is spent in the pursuit of an income, and for those of you who know yourself to be workaholics, that fraction is even higher. So it makes a lot of sense to make your workspace fun, welcoming and appealing. With that in mind, it shouldn’t be surprising that allowing employees to decorate their workspace can be a great morale booster. Let your people personalize their immediate work environment, whether it’s a cubicle or an office, with bright colours, family and pet photos, toys, individualized mugs, fresh flowers, cards, and just about anything else. As long as it is tasteful and doesn’t create a tripping or safety hazard, let your staff be creative.
So let me tell you what NOT to do. Continue reading