“It is easier to motivate people to do something difficult than something easy.” ~Sheri L. Dew~
Lydia Asks: I don’t know how to make some of my people feel more invested in their work. I would have thought success alone would be the best motivation, but apparently not. How can I get people to care more about their work?
Joel Answers: Increasing employee engagement is vital to retaining your people and succeeding as a company. Yet many companies’ “employee engagement plan” consists of giving out a survey and then telling managers to make things better, says Gallup. That’s probably why 70% of U.S. workers are not engaged in their work—or are actively disengaged—according to the organization’s data.
Here’s how to build engagement, inspiring your people to achieve more than they thought possible.
- Be Transparent
When employees feel the company is hiding something from them, they feel less invested in their jobs and may start to look elsewhere. If the company is going through a rough time, be transparent. Share your plan and what all employees can do to help. You might be surprised at how much this will build morale, not only helping you weather the storm but emerge from it in better shape than ever.
- Get into the Trenches
If you’re hiding behind your desk all day, you’re missing opportunities to contribute more as a manager. Build your working relationships by wandering through the office, asking people how they’re doing and listening to their ideas. Ask them if they need help, showing you have no qualms about rolling up your sleeves and pitching in with whatever’s needed. It’ll earn you tremendous respect and create a true sense of working as a team, increasing employees’ engagement in their jobs.
- Allow Your Stars to Shine
Give your team a problem to tackle, so they can generate their own creative solutions. If you need to bring an idea to upper management, create the idea as a team. Give credit where it’s due when you present it, of course—execs will be impressed that you’re fostering ingenuity among your people, and your team will feel valued. Your employees will also relish the chance to contribute in meaningful ways to the organization’s success, and your top talent will soar when their creative abilities are unleashed.
- Share Gratitude Often
The power of gratitude in the workplace. Say thank you often, and be specific about what you appreciate in people. If someone just completed a project, point out the qualities and talents she used in seeing it through—and do this in front of her peers. Give frequent feedback about what people are doing well, along with guidance in areas where they’re growing.
- Give People the Chance to Self-Critique
When an employee could have performed better, give him the opportunity to self-critique by explaining what he thinks he should have done differently. Then help him figure out how to get there. Failure itself usually gives people new insights; your job is to help them integrate these insights into their future performance. Addressing failures or shortcomings in this way feels empowering to employees, as you’re trusting them to help figure out a new plan.
- Create Social Opportunities
Give people the chance to share about their lives and aspirations in a less formal way by creating social opportunities. Having a pizza party for lunch after a team accomplishment will encourage everyone to gather in one place and chat. Taking a few employees out for lunch each week will also give you a chance to connect—and by handpicking people who don’t know each other well encourages new relationships. Asking your team to select a volunteer opportunity to take part in together is another idea. By fostering relationships, you’ll increasing their sense of comradery, which will make motivation and engagement skyrocket.
- Get Silly
If you just send a humdrum email about an employee’s accomplishments, coworkers might barely glance at it. Instead, celebrate these moments in unexpected ways. The Society for Human Resource Management describes how in one company, a group of people parade around with kazoos, horns, and cow bells proclaiming the news. Getting a little wacky turns it into a fun moment for everyone, and makes them take notice.
As you can see, these factors aren’t related to compensation. Higher pay and benefits don’t drive engagement—relationships and communication do. By boosting employees’ engagement, you’ll be increasing their loyalty to the organization and raising the bar for what you can achieve together.
“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied
customers, which leads to profitability.” ~Anne M. Mulcahy, former CEO of Xerox~
Client Theresa asks:
Over the past year, two great employees on my team quit their new job. I was floored. I didn’t see any signs that they were unhappy. We lost a huge amount of talent, and it set us back substantially. How can I improve employee retention?
Coach Joel answers:
Theresa, the six biggest reasons why employees choose to quit their new job within the first 180 days relates to their job satisfaction. Keep employees happy and fulfilled in their work, and retention is likely to be high. However, if your company is failing in even one of these six ways, it’s likely to push employees to look for better opportunities elsewhere. The good news is that as their manager, you have the ability to remedy any of these six major issues that may be influencing employees’ decisions to leave. Of course, you should also be asking your unhappy employees why they’ve quit their new job when they leave, which might highlight other areas in which to improve.
- Lack of opportunities to grow
To thrive in their workplace, employees need opportunities to grow their skills and talent. This isn’t just about career advancement. It’s about feeling satisfied by their work and taking pride in their ability to improve their performance and increase their responsibility. Employees need to work toward goals that are ambitious but achievable, so they’ll feel driven to come to work each day. Setting work performance goals together will ensure they stay motivated.
- Poor working relationships
A poor relationship with a boss or coworkers will make an employee dread coming to work. Furthermore, when an employee has a poor relationship with a boss, she won’t benefit from the guidance and encouragement that a good boss provides. As the manager, you need to overcome any personality conflicts that exist in order to provide the best support possible for your people. Additionally, you need to take note of any clashes that are arising between coworkers, and to mediate these situations as needed. Set the tone for a harmonious workplace culture by cultivating strong relationships with all of your employees, and make it clear that you expect the same from them.
- Not understanding the big picture
When employees don’t understand how their contributions fit into the overall vision of the company, they won’t take as much pride in their work. For their work to feel meaningful, they need to have a strong grasp of how it fits into the company’s goals. That’s why it’s important to talk about vision at team meetings and one-on-one check-ins. Help employees understand how each team objective fits into the vision, and how their own daily work fits into the big picture, and watch their enthusiasm for their work grow.
- Not feeling respected and appreciated
A few words of genuine appreciation each day can make a tremendous difference. Make “thank you” a core part of your vocabulary, and say it for the little things as well as the big things. When employees go the extra mile, recognize them for it in an extra special way. Send an email to the whole workplace that explains what they did, or take a couple of moments during a workplace event to tell everyone about it. These gestures cost nothing and take little time, yet they make a dramatic difference in employees’ level of job satisfaction. Recognizing their contributions to the whole team, including higher-ups, will also boost their opportunities for advancement, which employees will truly appreciate.
- Not having their needs met
If you don’t periodically check in with employees about what they need, they might not feel they can voice their needs. This can lead to a downward spiral of frustration and despair, leading unhappy employees to quit their new job because they don’t see another option. A parent with young children who is having difficulty balancing family and work demands might want flex-time or the ability to telecommute part-time, for instance. Ask employees how they need to feel more supported, and engage in creative brainstorming with them to find solutions.
- Fears about the future
The direction the company is headed in will also influence employees’ decision to stay or jump ship. If promotion opportunities are slim, or there’s a chance their job could be eliminated, they’ll naturally start looking elsewhere. You may not have control over these issues, but you can and should communicate with higher-ups about employees’ need for reassurance. Transparency is key—if employees are left in the dark about potential changes, the rumor mill will create fear and uncertainty. Seeking input and solutions from employees will make them feel invested in the change rather than blindsided by it.
Again, the good news is that when you eliminate these six factors that lead people to quit their new job, unhappy employees are likely to stay. You’ll also have a team of more loyal, dedicated, and passionate employees. By addressing these issues, you’ll become a stronger leader who gets better results from your people.
Call to Action:
Ask yourself which of these six areas you need to improve in. Consider a surveying your employees to find out what would make them more satisfied, too. Then, take at least one step every day to remedy the problem. Email Joel to discuss your progress.
Have you tried implementing the solutions described in this article? How did employees respond?
“I am not a teacher, but an awakener.”
~ Robert Frost ~
Randy is more than a little anxious. He’s been moving ahead rapidly on the fast track with his company and he knows that his C-level managers see him as an emerging leader. Now, however, his boss has just presented him with a new challenge: mentor two employees who have just joined the firm. Randy has had a few good mentors in the past, but there’s a big difference between having one and being one. And he hasn’t been one since he tutored his girlfriend in math when they were high school seniors. He needs to be ready in two weeks. What to do first?
Like all creative leaders, Randy begins to brainstorm and research. Within a few hours, he has the outline of a game plan and knows exactly what he needs to do to become a great mentor:
- Develop a servant mentality
- Ask the right questions
- Cultivate their strengths
- Model executive presence
- Put them in the spotlight
1. Develop a servant mentality. The mentee is the star of your little show, so always keep him or her in the limelight. They may not be comfortable there, at least in the beginning. Every actor has butterflies on opening night, after all. Your job is to cheerlead, comfort, and encourage. And stay in the background.
2. Ask the right questions. Robert Ridel, in his book Critical Thinking for Everyday Life, says that “to question is to understand.” Probing, open-ended questions often lead other people to discover answers and ideas that they didn’t know they had. Always approach questioning from the positive point of view:
- Why do you think that worked so well?
- What would you do differently next time?
- If you were the client, what questions would you ask?
3. Cultivate their strengths. Being in a new position, or with a new company, is challenging in itself. Fear of failure may lie pretty close to the surface. Now is the time to remind your mentee of what she or he has already accomplished. They landed this job, didn’t they? And that was based on a track record of prior successes. Get them to talk about those successes and how to translate them into the current environment. This doesn’t mean you should ignore the downside. As George Lucas said, when discussing Star Wars II: Attack of the Clones, “Mentors have a way of seeing more of our faults than we would like. It’s the only way we grow.” You can see both sides but always accentuate the positive.
4. Model executive presence. You already have the right skills and attitude. That’s why you were chosen to become a mentor. You are not only talented, you create an impact when you enter the room. You know how to influence others, and you consistently provide added value to every project you manage. Always demonstrate these traits when working with your mentees. Come from a place of teaching, not from ego.
Good approach: “We just made a really successful presentation. Why do you think it worked?”
Not so good: “Wow! That was fantastic. I just love it when I knock it out of the park.”
5. Put them in the spotlight. When your mentee scores a win, give him the credit. Let him know when he hits a home run. Don’t hesitate to brag to your peers and C-level executives about what a great job he’s doing. Then use that win as a foundation for continuing to grow.
Six months after Randy took on his first two mentees, he was asked to develop a mentoring model to be implemented company-wide. Today, mentoring is a way of life, based on the initial plan he put together.
Are you about to become a mentor? Or are you already a mentor and need some new ideas to motivate your mentees? Email Joel today for his suggestions.
Talkback: Have you successfully mentored employees or others in your industry? What tips would you like to share with our readers?
Image courtesy of Pixabay/ pixabay.com
“If [thankfulness] were a drug it would be the world’s best-selling product with a health maintenance indication for every major organ system.”
~ Dr. P. Murali Doraiswamy. ~
Client Malcom Asks: There’s such a grumpy mood in the office. Everyone seems so negative… and with all the news you can’t blame them. What’s one thing I can do to add some positive energy and get us all more upbeat? How can I turn my current job into my dream job.
Coach Joel Answers: If you’re you trying to change your attitude, and feel better both physically and mentally, I have a solution. It sounds simple, but hear me out.
Scientific studies back up what I’m about to tell you. The answer is gratitude.
First, I’m going to tell you what it does for you. Then I’ll tell you how to get it… and more importantly keep it.
You see, the things we focus on, enlarge. The more you… and the office… focus on negative things, the larger and more powerful they are. With that negativity comes increased stress and all the illnesses that accompany that.
- Physical Benefits of Gratitude
When you start to fill your mind with positive things, you are happier and healthier. Amazingly, focusing on gratitude doesn’t just make you feel better, it actually makes things better. Your physical health, emotional and mental health, clarity of thought, fewer aches and pains, better sleep—all come with gratitude!
Gratitude actually changes the way your body works. It lowers cortisol and slows the inflammatory immune system. It can moderate blood pressure and blood sugar levels and adjust mood neurotransmitters. Duke University studies have measured the effects of gratitude in these areas.
Can you see the increase in workplace energy that would come as everyone felt better physically?
- Emotional Benefits of Gratitude
But there are also emotional benefits. When people focus on gratitude they are happier and more willing to help others. It can translate into confidence. People feel more valued and appreciated. They see that they are moving toward success.
This change can make your office alive with possibilities and energy. Chances are you’ll feel more creative. And studies show gratitude increases feelings of cooperation and help build stronger teams.
Why does it work?
Again, that which you focus on gets stronger. Neuropsychologist Rick Hanson says that focusing on gratitude creates neural pathways in the brain that become superhighways to happiness and inner strength.
And when the brain changes, behaviors change. You take better care of yourself. Your stress level goes down. You stay healthy. You feel better. You have more energy to accomplish more things. You create a dynamic workplace that’s fun to work in.
How can I make it work for me?
The good news is that it’s easy to get started. Start looking for things to be grateful for. When you look, you’ll see them. Here are additional ways to bring gratitude into your life and the life of your office.
1. Hold yourself accountable. Keep a daily gratitude journal and commit to writing at least three things you’re grateful for each day. Every day. They don’t have to be big things. It might be a sunset, or getting the lights all green or doing well on a presentation.
2. Say thank you. And mean it. Show appreciation for all the small things people do for you at work. Thank the person who held the door open for you. Send a note of appreciation to the co-worker who helped you with a project. You feel good and you make someone else feel good.
3. Continually look for things to appreciate. Decide to tell one of your co-workers, your spouse, or friend something you appreciate about them every day. If you believe in a higher power, spent time sending appreciation that way.
4. Give thanks for what you have. Realize you have more than 9/10th of the rest of the world according to Forbes Better Life Index. You’re even better off than the richest 10% in France, Japan or Italy. When you find yourself dissatisfied or focusing on what you lack, stop and be grateful for what you have.
While it won’t happen overnight, you can expect to feel happier and more enthusiastic sooner than you might imagine as you consciously practice gratitude. The longer you focus on gratitude the more you will find health and happiness benefits.
You and your co-workers will create a more vibrant, energetic office as they join you in strengthening the gratitude pathways of the mind.
Tired of your office atmosphere and looking to feel better about it? Contact Joel for personal help to put gratitude to work in your life and office.
Talkback: What gratitude tips have you tried and seen the impact and value it’s had on your life. Please share examples below. Thanks so much.
Image courtesy of Pixabay/ pixabay.com
“I am not a teacher, but an awakener.”
~ Robert Frost ~
Dana’s staff is constantly asking her what they need to do to get promoted. Her four direct reports are especially anxious to move ahead in the company. Neither the company nor Dana herself has a definitive mentoring program. She realizes that she needs to make some drastic changes in mentoring her staff in order to help them grow and be offered the opportunities they deserve.
In the absence of a formal corporate mentoring program, Dana takes steps to develop a mentoring program of her own. She meets with her direct reports and together they develop a simple two-part strategy. First, Dana will make new, high profile projects available to all who want them and encourage them to volunteer. Second, she will raise awareness of staff members’ accomplishments by proactively messaging not only her boss and peers but those C-level employees above them.
The four staff members left the meeting with their own personal action steps, and they also knew exactly what Dana planned to do to help them. She coached them on self-promotion techniques, such as copying the boss’s boss on project-related emails and planning appropriate times to speak up in meetings when projects they worked on were being discussed.
The group agreed on a one-month, three-month, and six-month review of the program. By the end of the first month, new projects were put on the table and Dana’s direct reports enthusiastically volunteered for their own projects. In addition, they took on some related lower level projects so they could begin to coach and mentor their own subordinates.
Dana scheduled regular one-on-ones with each of her direct reports and also put together a schedule of informal communications with her boss and other C-level managers to keep them informed about what her staff was doing.
At the three-month milestone, Dana noticed that a high level of enthusiasm had developed among her entire staff. Not only was the day-to-day work being accomplished more efficiently, they were excited about the opportunity to work on new initiatives, and some had even volunteered for cross-training in other departments.
After six months, Dana made a list of the tangible benefits that had resulted from the mentoring program, not only for her staff, but also for herself and the company as a whole. This is what she told her boss:
Benefits to the mentees:
- Opportunity to take control of their own learning and career advancement.
- A chance to develop valuable contacts in other parts of the company.
- Significant improvement in their productivity and enthusiasm.
Benefits to herself as the mentor:
- She had greatly enhanced her coaching and listening skills by working more closely with her direct reports.
- She had gained notice and respect of higher-ups in the organization.
- She felt validated and rewarded by passing on the value of her experience to those coming along behind her.
Benefits to the company:
- Productivity had greatly improved across the entire work group.
- Employees who were previously perceived as being “stuck” at their current level were re-energized.
- Cross-functional teams were developed as Dana’s people spent time in other departments.
Many companies have formal mentoring programs that are of great benefit to their employees. In the absence of such a program, a single individual such as Dana can develop their own, providing significant benefits to the employees involved, the manager, and the company.
Do your people need a mentor? This week list five different ways you could start a mentoring program in your own department.
Talkback: Have you been a successful mentor? Or have you been mentored by someone who made a difference in your career? Share your story here.
Image courtesy of Marek / fotolia.com