'Leadership skills don't come naturally to everyone. But they can play a major part in a leader's success'... The latest addition to our slide-deck library looks at 'Management & Leadership' skills
The Employee Experience Platform - Empower Employees, Employee Motivation, Em...Xoxoday
Employee Motivation is very important aspect for any organisation. Employee performance get affected if they don't feel heard, supported, valued, empowered & connected.
'Leadership skills don't come naturally to everyone. But they can play a major part in a leader's success'... The latest addition to our slide-deck library looks at 'Management & Leadership' skills
The Employee Experience Platform - Empower Employees, Employee Motivation, Em...Xoxoday
Employee Motivation is very important aspect for any organisation. Employee performance get affected if they don't feel heard, supported, valued, empowered & connected.
Carving in a Recognition Rich Culture - Employee EngagementXoxoday
Recognition rich culture motivates employee to work more effectively in an organisation. Recognition increases employee engagement and encourages employee to give their best.
New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
Carving in a Recognition Rich Culture - Employee EngagementXoxoday
Recognition rich culture motivates employee to work more effectively in an organisation. Recognition increases employee engagement and encourages employee to give their best.
New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
What do you mean employee Morale is low?Emma Weise
What do you mean employee Morale is low? Has been created to answer the questions around how I know if morale is low, why it's happening, and what I can do about it.
Written by Emma Weise, Chief Inspirer & Strategic Business Stylist at FreshSage - A company designed to use fresh thinking to build success, it's business Unusual!
www.freshsage.co.za
Employee engagement impacts nearly every area of business, from productivity to retention, and even operating costs. You can improve engagement by mastering the five elements.
Companies struggle today to create the experiences their Marketing say they do. It boils down to Culture and the consistent behaviours of all employees across all levels of management. Here's my presentation from the Africa HR Summit.
Company Culture is your company’s personality. It is the shared beliefs, values and practices that make up your company and the unique way everybody at the company sees the rest of the world.A properly implemented company culture is necessary to help companies develop a well-defined market position.
Who is Human Capital Management Institute and Sonya SullinsSonya Sullins
Whether you are an organization seeking to motivate and retain your top talent and create fiercely loyal, devoted customers...
Or you are a professional seeking the motivation and inspiration to further develop your Leadership, Communication and Interpersonal skills...
We will help you achieve your goals!
Who is Human Capital Management Institute and Sonya Sullins?eSonya Sullins
Whether you are an organization seeking to motivate and retain your top talent and create fiercely loyal, devoted customers...
Or you are a professional seeking the motivation and inspiration to further develop your Leadership, Communication and Interpersonal skills...
We will help you achieve your goals!
Transformational Executive Coaching
Expands people’s capacity to take effective action.
Challenges beliefs and assumptions that are responsible for one’s actions and behaviors.
Examines what one does, why one does what one does, but also who one is. What are the principles upon which one forms identity?
2. AGENDA By completion of this presentation, participants will understand how we can earn profit by capitalizing morale.
3. MANAGER CHALLENGES Change Reorganization Loss of job security Technology Do more with less Globalization
4. LIFE BLOOD Morale is life blood for our organization and gives us meaningful purpose.”
5. SUCCESS The level of morale in our organization tells us how successful we really are.”
6. PEOPLE Our company’s morale tells the world who we are and what we are all about…people.”
7. MORALE How an individual feels about his/her work & organization?
8. WHAT PEOPLE WANT ? The two things that people want more than lust or power are Recognition and Praise”
9. WHAT ARE YOU DOING Are mangers rewarding? Are really empowering people? Expressing differences without fear?
10. 5 STEPS TO CREATE HIGH SPIRITED MORALE BOOSTERS
11. BECOME A GENIUNE AND AUNTHETIC MANAGER Having respect Stands on issues Honest in dealing
12. TUNE INTO THE EMOTIONAL NEEDS OF YOUR EMPLOYEES Praise and recognition Achievement and advancement Sense of belonging Pride and confidence Challenge and excitement Love and support
13. GENERATE A SPIRIT OF GRATITUDE Pat on the back A short thank you note An e-mail of appreciation A jubilant voice mail Creating pride
14. LIVE THE PASSISONS AND SUCCESS FOLLOWS To treat employees right Employees as owners Feeling of family Seminars Ethics workshops assistance
15. SPREAD ENTHUSIASM WHERE EVER YOU GO Be careful to practice what you preach Importance of their jobs What a valuable employee?
17. TREAT EMPLOYEES AS HUMANS NOT JUST WORKERS Whole person database Go beyond job description
18. WHAT YOU CAN DO TO GET ALL? Promote culture, value and mission Right place right job Coach and mentor people Integrate new openings
19. CAN YOU FEEL IT Positive attitude Cheerfulness Confidence Generosity Hope High self-esteem Determination Meaningful purpose Mutual support loyalty
20. GLOBIZATION????? Globalization has become ingrained in our assumptions about how we do business, how we behave as managers, and how we treat our employees, both near and far.
21. GLOBIZATION??? If your business can function using a computer and telephone line, then you are globally capable
29. RETENTION??? Free agent workers won’t easily commit their lives to one company. If they do, it’s because their values and personal needs are being respected and met.
30. RETNETION??? Employee retention experts agree that holding onto star performers for as long as possible keeps workplace morale healthy and in balance.
35. COSTS OF EMPLOYEES TURNOVER Recruiting expenses + Travel and relocation costs + Training and administrative cost + loss of productivity = High cost of employee turnover
36. RECOMMENDATON FOR RETENTION Treat like partners. Communicate objectives and expectations clearly. Focus on performance not controlling people. Empower your employees- trust their judgment and common sense. Recognize the human needs. Invest in your employees for development
37. RECOMMENDATON FOR RETENTION Place a premium on employee involvement, new ideas, and innovative techniques. Celebrate mistakes by tolerating intelligent errors and experimentation. Keep it fun. Have a reward system in place.
38. HIRE THE RIGHT PEOPLE BY HIRING FOR ATTITUDES AND TRAINING FOR SKILLS
44. TIPS FOR REDISGING THE JOB Variety is the spice of life. Detail purpose and pride association. Give more responsibility, not more work.
45. ENRICHING THE ENVIORNMENT WITH CREATIVE BENEFITS Late night work, providing transport. Wheels on loan. Wedding gifts. A week of vacation. On-site dry cleaning, shoe repair, and salon services.
46. ENRICHING THE ENVIORNMENT WITH CREATIVE BENEFITS Maternity leave. Bonuses. Support for employee’s kid. Job rotation. Free medical on-site. Two weeks paid vacations.
47. IF YOU WANT TO IMPROVE THE ENVIORNMENT—TRAIN EVERYONE
48. THE HUMAN SIDE OF MANAGMENT Head represents knowledge, unique expertise, patient, trade secrets, empowerment, motivation, character, and values. Hands representative of specific skill sets and its implementation, customer service, and production.
49. THE HUMAN SIDE OF MANAGMENT Heart signifies caring, emotional depth, ability to love and be loved, feelings, intuitions, pride, spirit, and hope for tomorrow. Feet shows foundations of a building leadership, one-of-a-kind culture, history, traditions, company’s stability, and readiness to move forward.
50. AUDITING THE MORALE Low morale shows low satisfaction and productivity. Call the morale doctors.
51. MORALE AUDIT Managers and supervisors consistently express enthusiasm and excitement about the organization and its people. At work, everyone’s opinion's count. High employee morale is present throughout the organization. It can be felt. Lot of in front of you!
53. DEFINE WHAT PERFORMANCE MEAN Stretch employee courage. Clear the scope of responsibility. Create a course of action. Watch what people are doing and respond. Be specific about goals. Ask for what they feel after success.
56. RUMORS People want to know, be clear. Always open your eyes. Take initiative to inform. Don’t react until you know all the facts. Campaign again the rumors.
57. SOLUTION Correct it immediately and support your information with facts. Use the rumor mill; you won’t be tolerated.
58. RESISTANCE TO CHANGE AND AUTHORITY Deal with issues. Who is resisting change? Understand the employee’s viewpoint. Are you appreciate their feelings. Never sell your viewpoint. Clear points one by one.
59. RESISTANCE TO CHANGE AND AUTHORITY Be patient. Ensure that you have understood every thing correctly. Ask for support. Don’t take it easy. Always encourage questions.
60. CHRONIC COMPLAINER Listen them carefully. Treat them like adults, not children. Examine context, not content. Realize them you are paying close attention. Determine it is impacting long term or short term. Invite employees to offer their solution.
61. PERSONAL PROBLEMS Always show concern, not anger. Give suggestion, not orders. Be supportive not a psychiatrist. Coach your employee to cope the problem. Always protect the confidentiality and privacy of your employee.
62. DEFENSIVE ATTITUDE Start evaluating your self, might be misinterpreting you. Sharpen your skill, read books or take the class on the subject. work on building a strong relationship. Seek to find a common ground. realize them you want to grow and learn from them.
63. DEFENSIVE ATTITUDE Being a manger, remain in control at all times. Never become defensive. Use “I” statements such as ‘I m concerned about something. Ask the employee to suggest ways to do. Offer him to take self-confidence or esteem-building training.
64. FEWER RESOURCES AND MORE DEMAND When situations are ambiguous, employee want information. Try emphasizing the positive aspects of the any major changes. How it is helpful for employees and company. Spend time with them. Be realistic in setting performance and productivity.
65. FEWER RESOURCES AND MORE DEMANDS Set people for success, not failure. Give more, you can take more. Empower them. Encourage them. Realize them that “they are energetic.” Treat all employees like partners.