The scenario I’m sure we’ve all experienced that member of staff, who comes in at 8.59am, switches on their computer, and logs in dead on 9.00am. All good so far? Then they go off to the kitchen, say good morning and have a good natter with all their colleagues whilst they make a hot drink and put an instant porridge pot breakfast in the microwave, warm up a bacon sandwich, or make a round of toast. Then they come into the office with hot, smelly food – back to their desk and begin to slurp and chomp their way through their breakfast. Besides dropping crumbs in to the computer keyboard or dripping splodges of porridge onto the floor, they then proceed to leave all their dirty pots and cutlery in the sink for someone else to clean and put away. What Can I Do About It? It’s irritating and frustrating, so the question we get asked is Can I Ban Staff From Eating Breakfast at Work? The Answer is yes, of course you can. Not only is this phenomenon eating into your work time, their behaviour can cause resentment amongst your more conscientious employees, who perhaps may begin to follow […]
Managing female employees in male dominated workplaces, on the face of it, should be no different than managing female employees in any work environment. Recent research published by Harvard Business School shows us that this isn’t the case. The research concluded that women engineers have a visibility problem. Like women in other ultra-masculine sectors, they are often excessively visible as women, but overlooked when it comes to their technical expertise. This paradox gets in the way of forming relationships at work and hurts their advancement. The interviewees agreed that the female body stands out in their workplaces in a sexualised way. One interviewee said that no matter what the work was that she was doing, some colleagues seemed to see her primarily as a potential date. Another said that rather than the quality of her work being the focus of attention, the way in which she looked in her overalls was a more common topic of conversation. The interviewees spoke at length about how their competence was obscured by their gender. They said that they felt sexually objectified, and they had to work harder than men to prove their technical competence. If employers want to become more supportive about managing […]
We are asked regularly, how do you get good managers? There are many ways to get good managers and get the best from them. Communicating Communicating clear expectations mean that both managers and employees understand the role of organisational leaders. Certainly, the best leaders find a way to thrive within an organisation. However, they also need effective organisational support to fulfil their true potential. Therefore, given the right tools and a proper support network, there’s no reason why your managers can’t become the influential people you need to lead your business to success. Strategising Great leaders are brave enough to make sweeping changes and need a range of skills. However, one of the most important traits in any leader is knowing when something is or isn’t working. Some managers can get caught in a loop of reactive activities, like solving functional problems or achieving short-term objectives. Great leaders need to be strategic in nature. Therefore, they need to meet operational goals whilst planning for future success. Analysing Good managers can see how their decisions will affect the organisation. Therefore, their decisions can be interpreted by everyone from employees, to competitors, and to the media. So, this involves different levels of […]
Toxic Workers Every organisation has at least one Toxic Worker, those people who exude negativity. They don’t like their jobs or they don’t like the company. They dislike their bosses and they feel they are always being treated unfairly. You can’t control how people act all of the time, but you do have control over how you react with them. Calling them to a meeting for an informal chat to discuss their behaviour may be your first port of call in nipping their toxicity in the bud. Be clear about which workplace rules they are breaking and how it affects the workplace as a whole. However, if the toxic worker is more than just irritating and annoying – they may be abusive, behave inappropriately and unprofessionally. If you think they are bringing the company into disrepute or another employee complains, this is the time to take more formal action. Some toxic workers operate under the radar of their employers. They may come across positive and outgoing openly with their managers, whilst talking negatively to belittle, criticize and slander those workers they feel they can control and manipulate. They could possibly persuade other co-workers to do their dirty work for them, whilst outwardly they maintain their angelic façade! What to do? Don’t allow the […]
It’s a goal that many organisations have, how to make new employees more productive more quickly. You’ve spent a lot of time, money and energy on recruiting them in the first place. It’s not unreasonable that you now want a quick return on your investment is it? In theory, no, but in practice, probably, yes. There are a number of answers to how to make new employees more productive more quickly. The simple and most straightforward is to design a really thorough induction programme. Just because the new recruit has the skills you were looking for, doesn’t mean they will telepathically know what you want from them as an employee. They need to know “how things work round here”. You have to ensure that they get that information early on, and are monitored to assure them (and you) that they are picking it up correctly. The new recruit, hopefully, will be enthusiastic, keen to learn and keen to make an impression. Your induction programme needs to capitalise on this. How enthusiastic would you be if you spent your first week just following people around, listening to what goes on, reading brochures and watching company videos? Not as enthusiastic at the end […]
If you’re looking for 5 simple steps to improve employee engagement you’ve come to the right place. Some of the things might not be considered trendy nowadays, but they have always worked as engagement strategies. They rely on some simple foundations, communicate well, praise sincerely and do what you say you’ll do! Get out from behind your desk Talk to your employees, listen to them, their problems and suggestions. Be ready to roll up your sleeves to help out when things are pressured, do whatever needs to be done. Show some sincerity Look for the good in people. When you see something you like, tell that person right away. Tell your people what you appreciate, and why. It’ll bring the best out in them. Role model Make it a priority to demonstrate your company’s values. If you really want to affect your culture, work hard to show your remployees your values and priorities. It makes natural that they will follow your lead. Get over yourself. This doesn’t mean that you lack self-confidence or that you don’t stand up for yourself. It means that you recognise that you don’t know everything and that you’re ready to learn from others. Demonstrate a […]
The 6 essential aspects of workplace culture are : Purpose Connecting employees to your organisation Opportunity Providing employees with the opportunity to learn Success Giving employees the opportunity to do meaningful work and be in winning teams Appreciation Acknowledging and recognising employees contributions Wellbeing Paying attention to employees’ health and physical and social wellbeing Leadership Connecting employees to purpose and empowering them to do great work Research by OC Tanner* shows us organisations that marginally improve in each of the 6 essential aspects of workplace culture see dramatic improvements. Those improvements show in recruitment, retention, satisfaction and other business metrics. Not convinced? 1 in 5 employees think that there is no reason for their organisation to even exist 38% of employees think that their organisation negatively affects the lives of others More than 1 in 3 employees are often bored with their work responsibilities Nearly half of employees feel that their skills are under utilised in their current role 1 in 5 employees say they do not do their best work because no one else does Almost 50% of employees feel that their employer takes them for granted 49% of employees say that the recognition they receive is not authentic or […]
How to monitor remote employees and increase productivity is a question we are often asked by those managing remote workers. Where you manage a remote workforce, understanding the dynamics and how you influence them is a key part of your role. Your remote workers must maintain a productive mindset that fosters success. This is achieved by engaging employees and removing the potential feelings of alienation of working away from the office. Keeping your employees in a productive and consistent working state is an essential part to success. Disengaged and unmotivated employees aren’t likely to share your mission for success. But how do you track productivity levels? Monitoring is one approach. It can help encourage healthy productive habits. However, some people view employee monitoring as intrusive. They may also consider it an act of spying on the employee. To eliminate feelings of distrust, we must combine effective leadership skills and technology to increase productivity without alienating your team. As a leader you can look at using technological tools to stay in touch with the tasks being worked on. Taking time to find software that promotes productivity and communication is a good idea. Team communication is necessary to ensure engagement in a remote […]
When the unemployment rate is low, how to create an effective employee retention plan becomes an urgent piece of work. Replacing employees is expensive. It can cost up to a third of the worker’s salary to find a replacement. The latest ONS statistics show that the unemployment rate in the UK continues to fall (the latest rate for 2018 is 4.2%). Organisations that aren’t serious about retention are risking real money. With around 727,000 jobs available, workers have plenty of opportunities to jump ship if they want to. The 2017 Investors In People Employee Sentiment Report shows that 25% of employees are actively seeking new employment. Whatever sector you’re in, establishing how to create an effective employee retention plan is critical. It isn’t a science, and it isn’t easy. Employee retention in a competitive market In today’s competitive labour market, keeping workers on board involves more than just making them happy on the job. Employers have to engage employees enough to avoid the temptations being dangled in front of them by other companies. A higher salary on its own can be a powerful incentive to leave; but the number one reason why people leave their jobs is because they don’t […]
How to manage world cup matches in work time could be tricky. With the 2018 FIFA World Cup starting this week, expect coffee breaks, lunches and hallway chats to be dominated by talk of this, for some, a beautiful game. Football can be a powerful icebreaker, allowing employees to transcend job titles. It is inevitable that some employees will want to keep up with the latest scores during working hours – ten games in the group stages will take place during European working hours. Don’t worry though, this doesn’t have to be a waste of time and resources. According to Gallup’s 2017 global survey, only 15% of full-time workers are truly engaged at work. Almost a quarter of employees surveyed by recruitment agency Adecco said they don’t think their employer tries to improve their happiness. The best predictor of workplace satisfaction, according to the Glassdoor research group, is the culture and values of the organisation, while compensation and benefits were consistently rated among the least important factors. The World Cup is a timely opportunity to engage workers. With an estimated audience of 3.5 billion worldwide, it’s the most-watched sporting event in TV history. Beyond the excitement of the tournament, it […]
