Tip 7 – Coach Your Employees

Intro: This blog is written to further elaborate with my own views on the  “8 Tips to Engage Your Employees” booklet written by our experts.

Football Coach Talking to Two PlayersAfter your annual review and all the comments read from your superiors and possibly, coworkers, what happens next? A promotion? More training?

Our tips book says that the role of a manager is to inspire and coach employees to their highest levels of performance and coach them so they understand their responsibilities and what is expected of them.

What if your manager is not is not doing this? You may want to reach out and ask, “How can I measure and track my own performance?” Specifically, “I would appreciate it if you could guide me through the [name] project to ensure I have it all down-pat.” If your manager is willing to coach you by acting on your questions, keep a journal of the progress so that when it’s review time next year, you can show your detailed accomplishments on paper. This is how you measure for improvement.

Once you have improved in areas your manager considered weak, it’s up to you to show that you have strengthened your abilities in that area over a given period of time. It’s fine for a manager to coach, but the student has to be willing to learn and be tested.

Employee Engagement Starts with You

http://www.sxc.hu/browse.phtml?f=download&id=1151651Last week, I wrote a blog about supervisors’ and managers’ responsibility for employee engagement and some psychology that goes along with it. There is only so much that employers and supervisors can do in order to ensure engagement, the rest is up to the individual.

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The Biggest Predictor of Success

http://www.sxc.hu/browse.phtml?f=download&id=1007380Have you ever noticed that some coworkers, who are supposedly extremely intelligent and talented, fall short of others who do not possess the same skills? Do you ever see that employees who may not have the most impressive credentials are actually very successful in their work? If so, you may have witnessed a pattern that has been recently studied and described by psychologists, such as Angela Lee Duckworth at the 2013 TED conference, that explains why this can occur. Continue Reading →

Performance Reviews: Good, Bad, and Ugly

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Have you ever asked someone how you did on a project and they simply replied, “4 out of 5”? If I had just presented a presentation at work and that is the response I received from my boss I would feel confused. Did I actually do okay? What were strengths and what were weaknesses in my presentation? Continue Reading →

On Retaining Millenials

Whether you subscribe to the idea that there are or are not generational differences in employees, it is important to make an effort to try new methods for retaining employees of all ages. However, when considering the massive ambition that Millenials are said to have, it is hard to ignore that employers are looking for ways to hold onto younger talent that may be likely to leave for advancement opportunities. The following are a few quick tips for communicating with Millenial employees in such a way that they feel valued and empowered to achieve great things at your company. Continue Reading →

Millenials in Hospitality

Just as any other industry, the hospitality industry faces many of the same challenges with multiple generations in the workforce. However, some admit that finding great talent within the Millenial (or Generation Y) group can be difficult. One might think that many positions in the hospitality industry would be a great fit for a young adult as it is common to begin with little experience and to receive on-the-job training (except for upper level positions). It could also be beneficial for college students to work in the hospitality industry as seasonal employees during breaks from school while gaining business experience. So why is it still so hard to find and, more importantly, keep Millenial employees?

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A 25 Hour Work Week: Crazy or Clever?

Recent news about  a controversial proposal by James W. Vaupel (a Danish professor who is the head of the new Max-Planck Odense Center on the Biodemography of Aging) that a 25 hour work week would be a better alternative to the 40 hour work week has stirred up conversation within the working world. This idea reflects on efforts to improve employee work-life balance while capitalizing on patterns of work productivity. Continue Reading →

The Secret to Engaging Hospitality Industry Employees

There are countless resources in existence for those who hope to increase employee engagement within their organization. Many are general and vague that can be applied to many different industries. For example, to increase engagement, one might try improving the quality of feedback given to employees regarding their performance. In many situations, this broad advice can be helpful, but what happens when an industry has a unique problem that is not as prevalent in other industries? Continue Reading →

High Turnover in Hospitality

The hospitality industry is a unique one that exists to serve customers in their recreational time. This time is often spent in the form of lodging and travel, amusement parks, cruises, and more. To best serve customers’ needs, there are a vast variety of employees that staff businesses in the hospitality industry from entertainers, to customer service representatives, to maintenance staff. Unfortunately, these employees tend to have a high turnover rate that has long been unexplained (Hinkin & Tracey, 2000). Continue Reading →