Recognition programs attuned to the group dynamics of a workplace can maximize individual contributions to overall goals.
Rewards and recognition can be tuned for maximum effectiveness.
Motivation is an intangible quality in an office, one whose effects are evident in the extreme. When a team feels fired up to do a good job, it can reach impressive heights, showing a marked difference from groups that don’t believe in their objectives or don’t think success is possible.
Leaders today need deep tool kits of tactics to increase the motivation of their team members, including feedback and recognition strategies. When workers are given good incentives and recognized adequately for excellence, the relationship between all levels of the organization stands to improve. However, these strategies aren’t an automatic recipe for great teamwork, and managers need to focus on how they go about implementing them. Continue reading
Defusing workplace conflict gets companies back on track.
Dealing with conflict in a workplace setting is a delicate but necessary element of keeping productivity high.
It’s inevitable that colleagues will disagree. However, the damaging effects of these conflicts are avoidable, provided managers know the right way to avert them. Letting issues linger or worsen over time can weaken a workplace on multiple levels, slowing teams’ progress and harming their ability to take care of even simple responsibilities.
Not only do unresolved conflicts cause short-term workflow disruptions, they tend to lead to bigger problems down the line. This is why ignoring issues and hoping they will go away is an unacceptable strategy. Managers who tackle conflict head-on to ensure it doesn’t take root can get their teams on the right track. Continue reading
By setting goals, your employees are likely to be more motivated.
Does your company’s management regularly set goals for employees? It should. Employees want to have fun at work. They want to be engaged, and they have a strong desire to push themselves to be better professionals and – just as important – better people. After all, on average they spend 47 hours of their week in the workplace, according to Gallup. You need to make sure they’re using their time to better both themselves and your company.
Unfortunately, many employees don’t know what their managers expect of them, reported Gallup. And only 38 percent of managers help their staff members set priorities. While it’s difficult to determine exactly how these percentages could damage a business’s bottom line, it’s not unfathomable to think that they do.
Workplace stress is hard on workers and organizations alike – it’s time to fight back.
Workplace stress is pervasive today.
Stress in a work environment can come from any direction. Deadlines, performance pressure, personal issues, reactions to outside events, the list goes on. The unifying factor is that employees have to find a way to move past these stressors in order to excel in their roles.
Leaders who fail to control the stress levels within their teams may find their organization suffering from high turnover, reduced production or both. This is why personnel issues such as stress management deserve such a high-priority status on corporate agendas: Workers dealing with intense pressure can’t carry their companies to positive results. Continue reading
Team leaders can help get the most of your employees.
Every office has leaders. The real question isn’t whether or not they exist, instead ask do employers actually take the time to identify them or, at the minimum, commit resources to develop employees into leaders?
Unfortunately, the answer appears to be “No, they don’t.” A survey conducted by the Associated Financial Group found that out of 300 human resource professionals or executives, only 5 percent said the most effective team they ever worked with was one that existed at their former employer.
And even worse, only 2 percent said the best team they’ve ever worked with was at their current company. Most cited sports teams they used to play on or public service organizations they were part of when they were younger.
These numbers should frighten employers because effective teams can only help a company improve its bottom line. Continue reading