Monthly Archives: February 2019

employee experience

Employees Want a Good Experience at Work

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This past week I went winter camping for my birthday weekend. I wanted a new experience in the outdoors, and it was quite a thrill.


Everyone seeks a good experience from whatever they choose to do, whether at work or play. Of course, each person is responsible for creating their own experience, but in the workplace, we are not always in control of what we do.


In a recent article and video, I covered five things for leaders to do to have engaged and loyal employees. When applied, these five things also create a favourable work experience for employees.


train employees

Neglect Can Train Employees to Develop Poor Performance & Bad Habits

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Training employees is essential for good performance and productivity. Neglect is also a form of training since when poor performance is ignored and allowed you are essentially reinforcing that behavior or performance.


Negative feedback is an important management responsibility and you must be prepared to act when necessary to give clear feedback to employees when due. Of course, this needs to be done with skill.


Employees need both positive and negative feedback. Positive feedback reinforces good behavior and negative feedback lets them know what needs to be improved. Approaching employees the right way turns negative feedback into a training and coaching opportunity.


Learn the best techniques for giving feedback and give it as soon as you see behavior or performance that warrants it.


Using Positive Feedback To Motivate And Engage Employees


Giving Negative Feedback for Improved Performance


employee engagement and retention

EMPLOYEE ENGAGEMENT AND RETENTION PLANNING WORKSHEET

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Employee’s Name: Sonia Date: February  5, 2019                             

Think about each of the five best leadership practices below and watch the video for deeper insight. Reflect on how each item can apply to the employee. Some items will be much more impactful and motivating to that employee, so focus on those. Some people will be very open to your approach and others may be resistant, so be thoughtful of this and act accordingly. Below is a sample worksheet. Download the worksheet template and start working your employee engagement and retention plan.


Best Leadership Practice Notes and Actions
Provide interesting and challenging work. What are the strengths of the employee and how can they use them to greater advantage to contribute to the department and organization She is good with numbers and able to quickly analyse date Ask her to help analyze stats from reports on the website and YouTube every month
Provide training and development and coaching. What training can be provided to build on their skills? Discuss this with the employee. Schedule regular coaching sessions to get their input and discuss how they feel things are going. Consider all skills including interpersonal skills Meet to discuss data analysis and how it can help me and the company. Ask her what training she would need
Provide career growth opportunities. Learn about the career aspirations of the employee. Provide the support and encouragement you can   Find out what she envisions for herself over the next 3-5 years
Help employees build and maintain good relationships with their co-workers and their boss. What can you do to build team spirit and encourage mutual support among team members Schedule monthly meeting to find out how she feels about her work and review her development plan and needs
Give regular praise and recognition to the employee. Make it a leadership habit to look for actions and behaviour that deserves praise (use the performance record form to track good performance & what may need coaching) Take note of her contributions and give her praise asap

Summary Action Plan

Review your notes and action items from the previous page and fill in the worksheet below to set an action plan. The support column is very important as it defines the actions you need to take to support the employee and ensure success. Use the priority column to rate the most important actions on a scale of 1 to 5, one being most impactful for the employee.

What Action When & Where Support Priority
Provide interesting and challenging work     Review data from YouTube and website for new data analysis research Office February 19 @ 10:00 am   1
Provide training and development and coaching     Provide resources for learning if required     3
Provide career growth opportunities       Provide opportunities to work from home     5
Help employees build and maintain good relationships with their co-workers and their boss Meet for a monthly coaching session Second Tuesday of each month   2
Give regular praise and recognition to the employee     Keep a performance record Start now   4

management training

Tip for Making Management Training Stick

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When promoting an employee to a management position for the first time, it is essential to have them go through a leadership management training. In order to make management training stick after the training there is one thing the manager of that employee needs to do.


The manager of the employee being promoted needs to have gone through the training himself, participate in the training with the employee, or receive an executive briefing by the trainer.


This is because the manager of the new employee being promoted to a leadership role will need to coach the employee after the training to make sure the skills learned are being applied. This will also create greater respect and trust between the employee and their manager.


In my last article and video I also covered three things to do before, during and after the training. Combining those approaches with this tip will ensure that the new manager will be successful learning and applying the skills to be a good leader and manager.