Cheerleaders vs. Engaged Employees – What’s the Difference?

Great Webinar Takeaways You’ll Want to Learn More About

RobertBerrierPhDToday’s webinar put a new spin on employee engagement from what I thought it was. Our guest speaker and presenter was Dr. Robert Berrier of Spring International, who gave us a lot to think about when it comes to employee engagement.

From Spring International Website:

“Dr. Robert Berrier is the founder, President and CEO of Spring and chief visionary.  Dr. Berrier’s work focuses on understanding how attitudes drive employee behaviors that link to organizational objectives.  Under Robert’s direction, Spring adapted many of the best techniques of segmentation, brand management and attitude-outcome linkage analysis to the area of employee engagement and communications.”

Dr. Berrier explained how employees need to be recognized, have a good camaraderie with fellow workers, a good sense of self-esteem and sense of achievement in their workplace. Empowerment influences employee engagement and people like to work with a “shared purpose.” These are the essentials of employee engagement. Dr. Berrier spoke about the importance of one’s relationship to their peers, feedback and communication, company image and aligned values with employees’, and personal development for advanced opportunities. These are the cornerstones of what management’s influence is on employees in order to foster a working environment whereby employees want to be engaged. “Employee engagement is a mutual accountability.”

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Great Leaders Build Others Up

iconGreat leaders must be able to tap into the skills and resources of those around them. Yet, establishing collaborative relationships is sometimes challenging because people have different backgrounds and experiences.  So, make it a point to recognize each team member’s strengths and weaknesses, understand their capabilities, and continue to nurture and support in a way that allows each to achieve their individual greatness.

Recognize that not all great ideas come from your office but from others on your team.  Tap into the varied skills and wider perspectives of others in order to strengthen organizational goals and objectives.

When you allow people to provide input rather than just tell them what needs to be completed, it builds consensus around goals and is the quickest way to gain success.  Ask your employees, “What are we trying to accomplish?” or “What would you do to accomplish this goal?”

Lead relentlessly, surround yourself with great people and continually build them up!

 

Recognize Employees to Motivate and Boost Productivity

TNS TIP of the Week:  Recognize Employees

CertificateRecognition is a very important motivator for employees because it encourages productivity and helps to drive top performance among employees. TNS research has consistently shown that organizations that provide their employees with recognition on a regular basis outperform organizations that do not engage in a regular recognition program.

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New Year, New Rules – How Do You Measure Up?

tapemeasureAlong with tidying up the office with carpet cleaning, putting away all the holiday decorations, tacking up new calendars, and sitting in brand-new Aeron chairs, we’re ready for what comes our way in 2014. New projects are hitting the decks and we are vying for position as to how we will accomplish them. So far, all the projects are met with eager enthusiasm.

Is that all that needs to be done, though? Of course not! It’s time to whip out those measuring tools and examine how we faired last year and how we are going to perform this year. Do you measure performance regularly or just once a year? How do you do that? I’m advised by the pros it’s a best practice to measure regularly and steadily, but unfortunately, many department heads let this go to the wayside until serious, consequential issues arise where “water is rising over their heads” and they can’t bail out.

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Leadership Starts with You!

6-6-2013Are you a leader who’s willing to roll up your sleeves, get your hands dirty and dive into any challenge?

If you really want to lead successfully, you must demonstrate that you are committed to being part of the team.  Be willing to dive in and do whatever you would ask others to do, regardless of the task.  A key driver of employee engagement revolves around the front-line supervisor or leader.  It lies in their ability to handle the basics well. It’s the simple things that make a difference – showing up to meetings on time, treating others with respect, valuing their opinions, etc.  In high performing organizations, leaders treat their employees with respect and dignity almost 90% of the time. (Source:  TNS 2013 High Performing Company Benchmark)

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It’s Your Time to Shine!

timetoshineAs the New Year begins, it’s time to establish some professional and personal goals.  Here are a few simple tips to get you thinking…

  1. Remove clutter from your space both at work and home.  Create an environment that allows you to shine.  Surround yourself with positive, uplifting people.
  2. Be confident in yourself and the abilities you have to reach any goals set for yourself.  Believe in yourself and recognize that confidence shines through in everything you do.
  3. Shine in all your day to day activities.  Feed your body with foods that nourish and fuel you for success.  Feed your mind with stimulating reading and conversations with others that promote continuous learning throughout the year.
  4. Spread your shine to others.  Find someone else who needs help reaching their goals and commit to help them succeed.

 

timetoshine_male“There are no right and wrong ways to work in this business, but there are some basic common-sense practices. Work very, very hard and always be prepared; never give up; and once you get the job, give them more than they ever expected: – Shine!” Jimmy Smits

Rate Your Manager – Ho, Ho, Ho or Bah Hum Bug!

WorldsBestBoss_HollySo, how flexible are managers when it comes to allowing their employees time off around the holidays?  Are employees given flexibility to balance their work and personal obligations?

According to TNS 2013 global normative benchmark data, there’s a bit of difference between high performing organizations and those that don’t measure up to these ideal standards…

77% of employees in high performing organizations say that their managers support them in balancing their work and personal lives as compared to 69% in a typical organization.

As a manager, isn’t it time you celebrate your employees and their commitment to both you and their families – I vote, “Ho, Ho, Ho”!

Becoming a High Performance Leader

6-6-2013For many organizations, simply engaging their workforce is not enough.  These organizations are striving toward becoming a high performance organization.  They want to be among the best in their industry sector and ensure their talent is highly engaged.  These highly engaged team members often are led by high performing or inspirational leaders.  These types of leaders encourage employees to go beyond expectations, recommend improvements and seek out ways to expand their roles.  Feedback is an integral part of leadership development at high performing companies. Continue Reading →