November 2018
Issue 100
   

This month's theme - How Engaged is your team?

Employee Engagement

“Happy and productive people equals growth” (ACAS)

 

 

In this Issue:


For Managers: 7 tips to become an engaging manager
For HR Professionals: Getting employee engagement on your agenda
For Trainers: Including employee engagement in your training
•  Training in Action: "We did it for you"
•  Offer of the Month: How to build a motivated team
•  Quote of the Month: Listen to your driver
Next month's theme
 
 
  For Managers – 7 Tips to becoming an engaging manager
 
  1. Listening – This must be a top priority … employees are not fooled … they know when listening is genuine and recognise insincerity. So, let your sincerity show in what you say. An expression that tends to make employees suspicious about a manager’s sincerity is well-used, “I hear what you say”. Their mental response is usually “But you are not really listening”.

  2. Involving – Engaging team members in idea generation, planning and problem solving – Instead of telling employees they need a sense of ownership, perhaps genuine involvement may give employees a sense of … Belonging

  3. Belonging – Where employees feel that they contribute to the organisation and enjoy the rewards of the success of your organisation. Creative thinking will help you determine what contribution and rewards are most appropriate to your organisation.

  4. Flexibility – Acknowledging the needs of your employees … not just to do the job but also to meet their aspirations, personal situations and circumstances and being human, encouraging employees to self-manage. It does work … if there is the will to make it work. Managers are often heard to make comments like “Allowing staff to sort their own rotas won’t work in our type of industry” … and these managers are right, because that one statement is the first big hurdle that needs to be jumped!

  5. Transparency – Honest and open communication at all levels. It requires planning and being effective in communication as well as the willingness to communicate. Having an open-door policy will not guarantee that people will feel comfortable to use your open door. What will you need to do to make sure open and transparent communication works in your company? Hint: Ask the staff what they think!

  6. Culture and Climate – Create a culture that is positive, where people are praised for effort and rewarded for success, and failure is an opportunity for learning not for blaming. Create a climate where people enjoy coming to work, have a laugh, enjoy a sense of achievement and believe they have a stake in the success of your organisation.

  7. Self-Esteem – Encouraging people to feel good about themselves by recognising their personalities, abilities and unique contribution. Employees often feel they receive more correction than praise and are rarely recognised for their individuality.

Let us know if you would like to discuss ideas – we will be happy to give you some - FREE

 

Click here to receive your FREE guide to effective people management

 

 

 
 For HR Professionals : Getting employee engagement on your agenda

Of course, you may already be well into this topic in your company or organisation. That’s ok … this section may give you new ideas or help you think about improving commitment from your managers.

  • Identify how your organisation would define employee engagement
  • Establish where you are now – how does your workforce behaviour match your definition and your expectations?  You may gain this information through engagement surveys or other information gathering tools
  • Determine your goals
  • Explore your means of achieving your goals
  • Begin your planning including getting buy in at all levels
  • Do it!

You may find the CIPD perspective helpful …

cipd.co.uk/knowledge/fundamentals/relations/engagement/factsheet

 

  For Trainers – Including employee engagement in your training

 

We have our own description of people’s level of engagement that is based on the way managers have described people in their teams when asking us for help … the following descriptions may appear to be humorous … but none the less … they exist … we use these descriptions to encourage managers to identify people in their teams and plan to support them and help them become more satisfied, fulfilled, motivated or engaged.

Leaders – People who use initiative, get things done and can be relied upon – How could you encourage these people more, help them realise their aspirations and keep them engaged?

Supporters – People who come to work to do a job and they do a good job? – What can you do for these people?

Sleepers – People who have lost interest … perhaps been in the job too long or waiting to retire – How do you help them become more fulfilled and productive?

Disengaged – Totally lost interest and may have become destructive – How do you bring these people back on board? What if despite all efforts they don’t change?

You may also benefit if you look at the following link and use the information to get your managers to explore ways of getting their staff more engaged.

Blessing White

The ‘X’ model of employee engagement: Maximum Satisfaction meets Maximum Contribution

vimeo.com/99766639

blessingwhite.com/business-issues/employee-engagement/the-x-model-of-employee-engagement/

Want some help? Click here or give Syd a call directly 07966 486546

 

 

 

 

 

  Training in action: "We did it for you"
 

By Syd Strike

I recount how I learned a great lesson about people engagement and why people give well over and above for some managers and don’t’ make the effort for others. Blessing White call the ‘over and above’ discretionary effort

Click here to learn the secret of getting extra effort

 

 

 

 

Please ask us about:

 

More interesting topics for you to consider:

»Why Employees Give More
»You are Amazing
»Don't be an Ass
»Success is not Everything
»Believe in Yourself and be Happy
»Easy to make Mistakes



 


 

 



 

 
Like us on Facebook    Visit Syd's blog   Connect with Syd at LinkedIn   Follow Syd on Twitter



OFFER OF THE MONTH

How to build a motivated team

We can send this to you - Our tried and tested model for building a motivated team

Terms and Conditions apply

 

 

Quote of the Month

Listen to your driver

I took a taxi in a small town called Stanford le Hope in Essex and you know how friendly taxi drivers chat and are interested in what you are doing.

Well, while chatting about management development my taxi driver came up with a gem reflecting on his previous employment. He said, "If you are a good manager people will walk through walls for you".

So very true.

How are you as a manager? Do your people walk through walls for you?

 

 

 

 

NEXT MONTH'S THEME:
Team Building

 

 

 



Syd Strike Training Solutions
Yarm House
2 Hawkridge Close
Stockton on Tees
TS17 0QS

Tel: (01642) 760028

Email: info@sydstrike.co.uk
Web: www.sydstrike.co.uk

 

 

   Sign up to our Releasing
People Potential ebulletin today
and enjoy monthly free tips on:

Managing people for performance
Increasing performance and profitability
Building an enthusiastic and loyal workforce
Designing creative and effective training programmes
Getting the most from your training budget
Effective coaching and mentoring

 

CLICK TO JOIN MAILING LIST


Copyright 2018 - Syd Strike Ltd (Training Solutions)
All rights reserved