Posts Tagged ‘employee engagement’

« Older Entries

Simple Steps to Raise Employee Morale at Your Workplace

Thursday, February 2nd, 2012

Disengaged employees are detrimental to your business, and the current state of the economy has increased the number of workers who are no longer engaged. Little to no salary increases, poor benefits options and juggling more with less can cause your high performers to become frustrated and ultimately disengaged. Today’s economic climate might make them afraid to leave your organization right now, but as conditions improve, they’ll be the first to leave you for a competitor that offers them a better work environment.

Before your best talent walks out the door, recognize the impact that high employee morale can have on your organization. Recent research shows that workplaces that boast high morale are more productive and have higher retention rates than companies that don’t. Without proper planning to increase company morale, employees will respond by producing poor quality work, being absent often, wasting time and resources, and leaving your organization. The cost of replacing and training talent is expensive but can be avoided if your organization makes an effort to improve morale.

The five tips featured below are inexpensive ways to create a positive atmosphere for your workforce. By implementing some or all of the tips, you will see the overall morale at your company increase:

1. Remember the Golden Rule

Treat others how you would like to be treated. Taking the time to show your employees respect and empathy will encourage them to reciprocate your actions.

2. Say “Please” and “Thank You”

People forget their manners when work gets busy and stressful, but these two phrases show your appreciation for the work that your employees produce. Say them often to keep your workforce happy.

3. Delegate

Employees stay at organizations that trust them to complete projects with autonomy. Empower your employees by giving them responsibility and trusting them to complete their assignments. Unless they perform poorly, do not micromanage your direct reports.

4. Recognize and Praise

Workers will show loyalty when they feel valued and are recognized for the contributions they make. So, frequently commend your workers when they produce great work or go above and beyond for your organization.

5. Incorporate Fun

Being serious all of the time drains productivity. Schedule group activities that allow your employees to loosen up and take a break from their routine assignments. Casual Friday and team-building exercises are two suggestions.

High employee morale is necessary for attracting and retaining top-tier talent. For additional employee engagement strategies, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: bobaliciouslondon

, , , , , , ,     Posted in Human Resources Management     comment 2 Comments »

Four Ways to Build and Sustain Trust in Your Workplace

Thursday, January 26th, 2012

Are you constantly checking and rechecking the work completed by your employees? Does your boss often say phrases like, “it’s my way or the highway” or “that’s not the way you should do it”? Have you noticed your staff members watching their backs or withholding information from their coworkers? Do people consistently give you instructions that are contradictory? If so, your organization is suffering from a lack of workplace trust.

Building trust in an organization is no easy feat. Time, dedication and care are essential for keeping trust nurtured and sustained. Trust is a fundamental value that all companies should practice because it improves almost every business facet, including retention, morale, communication, customer service and productivity. Employers that focus on trust exhibit confidence in the decisions their workers make, have more collaborative workflows and keep employee motivation high.

Because trust starts at the top, ensure that management is included in your efforts to improve trust at your organization. Employees will quickly follow suit when management is leading the way. Incorporate the tips below into your workplace processes and see the level of trust increase significantly.

1.  Establish Values

Use your company’s mission and values extensively. All employees should be aware of what they are, and they should all strive to uphold them. Revisit your mission and values during staff meetings and post them in different areas in your workplace. Your business changes over time, so make sure to continually review, revise and align your mission and values with the business results you want to produce and the employer brand you want to exude. Ask for input from your staff members when reviewing and revising.

2.  Communicate Openly

Being transparent in your business practices will gain you the trust of your employees. Don’t disseminate information to only a privileged few (unless it’s confidential) because outcries of favoritism will inevitably ensue. Instead, frequently share information with all staff members. Employees don’t like being in the dark, and they will become more engaged the more you communicate openly with them. Additionally, don’t shy away from telling staff members bad news. Even though the news may not be desirable, they will respect the fact that you gave them the truth.

3.  Respect all Employees

Just like trust, respect is earned. You can’t expect your team members to follow your lead if you don’t respect them or the contributions they make to your organization. There are a number of ways in which you can show your employees that you respect them. Don’t micromanage them and obsessively recheck over their projects. Give them clear expectations and autonomy, and they will produce good work. Show them that you are interested in their lives by getting to know them. This can include learning their children’s names or the sports team they follow. Ask for their opinions on business initiatives, and stay informed about their personal short-term and long-term goals. No matter if they are full-time, part-time or temporary employees, recognize the work they perform by thanking and praising them often. Trust is easier to maintain when each of your team members feels valued and supported by the company.

4.  Be Human

Too many managers want to appear perfect, but the ones who resonate best with their employees acknowledge their mistakes and confess when they don’t know an answer. Yes, admitting imperfection will make you more vulnerable, but it will make you more human and that’s a characteristic that employees want in their managers. Let your team members know that mistakes can happen, but they must make a commitment to learn from them. Another way to show empathy is to respect your employees’ work/life balance. Unless they give you a reason to doubt them, trust that they will complete their assignments, and allow them to enjoy their lives outside of work. Be loyal to your employees and they will reciprocate.

You can’t establish workplace trust overnight, but you can destroy it in a matter of seconds. A continuous effort to show employees the importance of trust is necessary to keep it alive at your organization. Integrate trust in your values, performance appraisals, onboarding practices and other workplace activities. Companies that rate trust highly are more successful than companies that don’t. For more information on building trust at your organization, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: korapilatzen

, , , , , , , , , ,     Posted in Human Resources Management     comment No Comments »

Jeff Tobe Shares Insights on Engagement, Creativity and Business Success

Tuesday, January 10th, 2012

CAI’s HR Management Conference will feature Jeff Tobe as a keynote speaker on February 22 at the McKimmon Center in Raleigh. Dubbed the “Guru of Creatively Thriving from Change” by Insider Magazine, Jeff is a nationally-known speaker who helps his participants embrace change and thrive from it. His presentation for next month’s conference addresses how creativity can engage employees. I had the opportunity to speak with Jeff on this topic, and he offered me inventive but practical advice for employers.

Recent research shows that 72 percent of the American Workforce is not engaged. Jeff says this figure is scary but can also provide great opportunities for organizations to increase their bottom line. An engaged employee affects business results more positively than a disengaged one.

“It’s management’s fault that people are floundering, and it’s management’s fault that people aren’t engaged,” Jeff says.

He explains that more employees are valuing their time and life outside of work, and many companies have management that does not understand their employees’ needs and the factors that drive their engagement. Jeff stresses that companies cannot motivate their employees, but they can create an environment in which employees are  motivated to perform well. According to Jeff, managers must understand their internal customers, including their employees, to create a motivating environment:

“I have to know my internal customer better than I have before, and then I have to ask the right kinds of questions to find out what truly motivates them, so I can work with them in a way in which they need to be worked with.”

Managers who cannot adapt their style to effectively engage their employees will see their company struggle to retain top talent and achieve success. Jeff offers his audience members a number of approaches to combat low employee engagement. Here are a few that can help your company increase its bottom line:

Use Creativity as an Influencer

Jeff views creativity in two parts—there is the “create” and there is the “ivity.” He says the create part is easy, but ivity requires risk. Jeff encourages organizations to look at things from their employees, customers and vendors’ perspectives, and then ask, “How do we shatter the stereotype of the experience people expect to have with us?”

Jeff warns that people need to use accountability when creating. He wants management to encourage new ideas and risk taking, but he says there has to be reasons for asking employees to explore creative pursuits. Time, energy and resources can be wasted when accountability and strategy are not present.

Review Your Current Company Processes

An in-depth review of your company’s current processes can reveal factors that may increase engagement and yield strong business results. There are three parts to the in-depth review process management should perform, according to Jeff. The first is identifying the processes that are unnecessary. Tired industry standards and tasks that do not offer the company benefits are examples of items that you can eliminate. Next, Jeff wants you to review processes that are working, and look at ways you can expand on them to produce greater results. The third step asks you to invent new processes. Are there immediate changes you can make to improve your workflow or are there projects you can create to increase your employee morale?

Jeff says it takes some weight off an organization’s shoulders when it realizes there are processes that it can remove or improve upon to achieve success.

Practice Communicating Effectively

“Stop being the giver of information. Start being the seeker,” Jeff says regarding employers who practice poor workplace communication.

Jeff says that communication is not about oral or listening skills, but it is about truly listening between the lines and being empathetic. He says that most people are good communicators but not empathetic communicators; they do not truly listen to the opinions and frustrations of their workforce. Jeff sees more organizations fail because of poor communications than any other cause.

For more approaches on improving your company’s engagement level and to see Jeff’s presentation, register for CAI’s 2012 HR Management Conference here: www.capital.org/hrconf.

 

, , , ,     Posted in Human Resources Management     comment No Comments »

Employees without Managers Will Disengage

Thursday, January 5th, 2012

Bruce Clarke, CAI’s CEO and president, identifies the importance of employees having managers in his most recent News & Observer column, “The View from HR.” Bruce lists several questions for employers that do not assign specific managers for their employees:

  • How does an employee get help?
  • Who does the employee go to with problems?
  • Who is there to help keep the employee engaged and committed to both the work and the company?

Employees who do not have definite answers for the questions above will quickly disengage with their work and could eventually take another position at a company that boasts strong management. As Bruce mentions in his column, HR departments can help employees with questions they have regarding pay and benefits, but there will be many more topics that employees will want addressed.

Managers provide many benefits to the workers they supervise. They keep employees focused on completing assignments and aligning efforts to match company goals. Managers keep their employees engaged by giving frequent feedback and genuinely having interest in their employees’ professional and personal aspirations. They also serve as problem solvers to help workers when obstacles arise.

If your organization does not have managers assigned to each of its employees, be aware of the negative effects it could be causing. Decreased productivity, lowered morale, absenteeism and lack of trust for the company are just a few of the reactions you may face from your workforce if adequate management is not enforced. Here are a few reasons why employees need managers:

Guidance

Managers help their employees understand their roles and how they can affect business results. With proper goal setting and consistent feedback, both positive and constructive, managers help employees reach success.

Employees have questions that they need answered, and managers who work with them on an ongoing basis are the most equipped to offer them responses. Sufficient guidance and attention spent on employees will help them feel essential and respected in the workplace.

Growth

People are rarely satisfied doing the same tasks for long periods of time, so not planning for employees to grow can have dire consequences for your company, specifically high turnover. Because managers provide consistent feedback, they are aware of the strengths and weaknesses that their employees possess. This information not only helps managers assign projects, but it also helps employees visualize what they do well and what they need to improve. Managers are also qualified to suggest promotions, raises or special assignments for deserving workers.

Recognition

Data indicates that employees who do not feel valued at their organizations will leave. Managers can prevent this from happening by recognizing the hard work their employees contribute.  Managers who seek opinions from their staff on company matters show their employees that their viewpoints are important and can shape business strategy.

In addition to recognizing an employee’s professional performance, managers understand that he or she has a personal life as well. Being fair with expectations and deadlines is mandatory for managers who want to respect their employees’ work/life balance.

Good managers who demonstrate leadership qualities are critical for keeping company morale high. Please call CAI’s Advice and Counsel at 919-878-9222 or 336-668-7746 for additional information.

Photo Source: alancleaver_2000

, , , , ,     Posted in Human Resources Management     comment No Comments »

Goal Setting is Critical for Employee Engagement and Company Success

Thursday, December 29th, 2011

Tuesday’s post featured information for conducting productive employee performance reviews. In addition to the four key elements listed in that post, employee goal setting is another important part of the review process. Goal setting is helpful for managers and employees. Managers have multiple opportunities to provide employees with feedback during this process, and they are able to identify their employees’ strengths and weaknesses. Employees can see how their individual contributions affect and support their company’s bottom line when they begin making goals. If goal setting is done correctly, managers have measurable results to verify that employees met or did not meet their assigned goals, which is helpful when determining rewards and future career paths.

Appropriate goal setting can motivate employees to produce stellar work. Managers should help their direct reports create suitable goals for their positions. Assisting workers with goal setting keeps managers informed about the personal and professional interests their workers have.

 Successful companies have their employees set goals frequently—quarterly, monthly or even weekly—not just once a year. Here are a few tips to help goal setting run smoothly:

 

1. Know What You Want Accomplished

Employee goals should align with company goals. Managers should inform their staffs that their roles are essential for bringing the company success, and they should help their staffs tailor goals that will bring additional success.

Managers may have several goals that they would like their employees to accomplish, but they also need to consider the goals their employees would like to attain. Simply ask employees what they would like to achieve, and if their objectives are appropriate, help them create action plans. Employees are more likely to be engaged in their work when they see how their efforts benefit them and their company.

Sometimes managers and employees are overzealous with the amount of goals they create for themselves. All goals should support the overall company mission, so strive for quality instead of quantity when establishing them.

2. Can They Reach Them?

Unrealistic goals benefit no one. In order for employees to be happy at their workplace and produce good work for their employers, they need to receive fairness with demands and expectations. Goals that are too high or impossible to reach will leave employees feeling helpless. Keep their morale high and stress low by tailoring goals to their skill set, position and career growth. Goals should be both challenging and attainable.

When employees are satisfied with their specific goals, have them strategize ways to accomplish them. Break large goals into several projects and help employees set deadlines and determine adequate progress for each one.

3. Be Present

Goals are often unmet because of a lack of supervision from managers. This problem is easily avoidable if managers and employees agree to meet and discuss the progress of each goal frequently. Micromanaging is not necessary, but receiving consistent updates will help managers keep their employees on track, as well as help them identify and work through potential obstacles.

Managers should use update meetings to provide employees with constructive criticism and evaluate goal progress. During these meetings, managers also should take time to encourage and praise employees for their efforts. These meetings are helpful for forming stronger manager-employee relationships because of the constant exchange of feedback and shared desire to achieve great results.

 

Employees who consistently meet or exceed their goals should be rewarded because they are showing commitment to their work and their organization. Not offering rewards will result in employee frustration, which has the potential to decrease productivity and increase turnover.

If employees do not meet their marks, managers should schedule time to meet with them to discuss the reasons why they fell short. Employees have to take responsibility for their work. Managers can inform employees of their disappointment if goals were attainable. After acknowledging disappointment, managers should help employees rework their goals or brainstorm strategies to make them more achievable.

Please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746 for additional tips on successful employee goal setting.

Photo Source: hanspoldoja, Miiish

, , , , ,     Posted in Human Resources Management     comment 4 Comments »

Four Key Elements for Conducting Productive Employee Performance Reviews

Tuesday, December 27th, 2011

With the New Year quickly approaching, managers are preparing for regular performance reviews with their direct reports. Employees at all levels may feel anxious as they receive or share a review. The Wall Street Journal (WSJ) reported that many organizations are getting rid of formal review processes because of the anxiety they bring to their employees. The article also included information from an academic review based on more than 600 employee-feedback studies. The data revealed that two-thirds of performance reviews had zero or negative effects on employees after they received the feedback.

Performance reviews, however, are critical for keeping employees on track with their individual goals and the overall goals of their company, and managers can conduct them in a mutually beneficial method. Because reviews often determine future career paths and merit increases, it is important for managers to spend adequate time preparing for them. Productive reviews with clear expectations, specific examples, constructive criticism and future action steps leave employees feeling motivated to achieve their set tasks.

Several ingredients make an efficient and beneficial performance review for managers and their employees. Use the four below to keep workforce morale high and plan for greater business success:

Readiness:

Great reviews start with great planning. Reexamine goals discussed in past reviews and collect specific examples of times the employee excelled and times the employee needed to improve throughout the year. Use this information to guide your review and help convey the expectations you have for the individual.

Positivity:

Constructive criticism is necessary for all great performance reviews, but positive feedback is just as essential. Research shows that employees have a need to feel valued, so take an opportunity during the review to recognize them for the hard work they have contributed to the company. If an employee has performed exceptionally well, reward them with a merit increase or a non-monetary perk if budgets are tight. Rewarding employees for their efforts will help keep turnover low.

Collaboration:

An employee review must include participation from the manager and the employee. Give employees time to reflect on their own performance and let them prepare for answering questions related to their current work flow and future company activity. Allow for two-way communication when conducting performance reviews. Employees should be able to offer suggestions on how they can improve their work. They also should  feel comfortable to complain or mention items that could be hindering their performance.

Action Plan:

Once past performances are analyzed, it is important for managers to work with their employees to create an action plan for the next couple of months. These action plans should be revisited and updated frequently during the year. Monthly and annual goals should be included in these plans. Projects to strengthen professional skills and accelerate career growth also should be included into employee action plans. Having these plans will be helpful when preparing for your next employee performance review.

For more information or tips for conducting productive and motivating performance reviews, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: Highways Agency

, , ,     Posted in Human Resources Management     comment No Comments »

Coaching Your Managers Will Bring Business Success

Thursday, December 22nd, 2011

“Do you view workplace interruptions as an opportunity to reconnect, to learn about problems and to sense the need for an idea or support? Or, do you see interruptions as the reason you must work late and take projects home?” CAI’s CEO Bruce Clarke asks his readers in his latest N & O Column, “The View from HR.”

In his December 18 edition, Bruce praises the message Doug Conant, the CEO of Campbell Soup Company, provides in his book Touch Points. Doug’s message infers that consistent, supportive and genuine communication between two people can work as a motivator and a problem solver.

If you polled all of your managers with direct reports, how would they respond to Bruce’s question? Managers hold several roles and are responsible for the work and career progress of the employees they supervise. Managers who view workplace interruptions positively encourage connections with their employees.

“Connecting is more than communicating,” Bruce says. “Telling somebody what to do is communicating, but connecting around their challenges is connecting. Communication is the foundation, but think how much powerful it is to truly connect!”

Echoing the importance of connecting with employees, Workforce.com featured an article based on a survey conducted by Bersin & Associates. The coaching-focused survey shows that organizations that effectively prep their managers to coach are 130 percent more likely to achieve stronger business outcomes. These companies are also 33 percent better at engaging their workforce.

Help your managers communicate and connect with their employees better. Having strong connections between coworkers at your workplace will raise employee morale, increase productivity and affect your bottom line positively. Here are a few areas that your managers should be coached in: 

Communication

Communicating effectively is a key trait that all managers should possess. Clear communication will help their direct reports understand expectations the first time they receive them, which will help bring greater and timelier success for projects.  Managers that have two-way communication with their staff are aware of individual strengths and weaknesses, and they can help determine the tasks best suited for their employees. Good communication also helps managers uncover problems early to find reasonable and lasting solutions.

Leadership

Managers with direct reports should be good leaders because they are responsible for many items within an organization. Those with good leadership abilities will handle stressful situations by remaining calm and continuing to work to deliver results. Managers with strong leadership skills will make decisions with confidence and serve as exemplary examples of dedicated employees. They will support their company’s overall culture and work to help attain the goals of their supervisors and employees who report to them.

Teamwork

Managers should know that teamwork is essential for creating success, and they should understand how their team’s efforts contribute to their company’s bottom line. As a member of their departmental team or overall organization, they need to have good interpersonal skills to relay and receive information. Managers need to know how their team members work separately and together. They need to delegate tasks appropriately to help their team run efficiently. Additionally, good managers should be able to resolve conflict between team members quickly and effectively to keep productivity high.

Recognition

A major cause of disengagement in employees is the failure of their employer to recognize the contributions that they provide. Good managers with engaged employees give positive and constructive feedback frequently. They actively listen to the concerns of their employees and try to foster environments that motivate their staffs to produce high-quality work. They help their employees feel valued because they say “thank you” often and reward them for their accomplishments. Managers who understand employee recognition also invest time in developing their employees’ skills and helping them reach their career goals.

CAI provides a number of options for companies looking to strengthen their coaching efforts. Please visit CAI’s Coaching page or call a member of CAI’s Learning and Development Team at 919-878-9222.

Photo Source: clogozm

, , , , ,     Posted in Human Resources Management     comment No Comments »

Talking Workplace Culture with Jack Daly

Thursday, December 15th, 2011

Experienced business leader and nationally-known speaker Jack Daly is scheduled to present a keynote session at CAI’s 2012 HR Management Conference on February 21, 2011 at the McKimmon Center in Raleigh. His dynamic presentation focuses on workplace culture and the key components that employers need for designing environments that increase productivity and achieve business goals. I recently had the pleasure of interviewing Jack, and he shared great advice on the importance of maintaining a positive workplace culture with me.

There are two ways to look at culture, according to Jack. The first view has employers creating workplaces where employees want to work as oppose to have to work. The second develops an environment where workers do not just come to work with their minds and bodies, but they also bring their hearts.

“Because if we win over the hearts,” Jack said, “they will do things well beyond what we could ever direct them to do or command them to do.”

Finding elements that go after people’s hearts is key to establishing a positive workplace culture. To ensure that your culture is durable, Jack said four factors must be included: recognition systems, communications systems, personal and professional development systems and empowerment processes. A company that recognizes the efforts of its employees, communicates to them effectively and challenges them to make important decisions is a healthy and enjoyable place to work.

For any organization that is struggling to indentify or create its culture, Jack has a suggestion for its leadership:

“Go into the [workplace] trenches and become one of the many that are employed in the company, and then ask, ‘what would make me feel wanted and loved in this company?’”

Having members of leadership connected to entry and mid-level positions will help them see the importance of the four mandatory factors, as well as find several methods to incorporate each factor in business planning.

Culture at some companies just happens and evolves. Jack said that data, however, shows that organizations that critically think about their culture and design a great work environment for their employees are crushing the economy, their business sector and their competitors. The specific areas these companies are surpassing their competitors in are revenue, exit-value of the company, profitability and job growth for employees.

“The revenue line alone is worth over three times what it would be if you didn’t spend time thinking through culture,” Jack said.

Maintaining a positive culture is just as important as designing one. Assigning accountability and delegating roles to make sure the program lasts longer than six months is necessary for it to become part of the company’s fabric, according to Jack. He suggests that company leaders regularly ask questions like, “what actions have we been taking on our culture?” and “where have we missed opportunities for our culture?” Putting culture on the agenda of monthly staff meetings will guarantee the frequency of these types of conversations.

Outside factors can negatively affect a culture that is currently performing well if leaders lose control of their responsibilities. Jack has noticed that many companies spend less time on culture in bad economies than they do in good economies. He said this is the exact opposite of how they should react because leadership’s anxiety about business performance will negatively impact employees. In a good economy, there are more opportunities for raises and job security, so workers are more relaxed and happy. When the economy is tough, their anxiety levels go up. They then manifest their anxieties in their work and with customers, which can potentially impact business negatively.  

Making culture a priority, holding people accountable for their roles and incorporating the four main factors will ensure that employees give their hearts and their best work to their organizations, which will help increase the bottom line. When asked about businesses that ignore these concepts, Jack said:

“…you’re going to save some money and cut some expenses in the short term, but the long-term viability of your company is severely at jeopardy.”

To gain more valuable information on culture and to see Jack’s presentation, register for CAI’s 2012 HR Management Conference here: www.capital.org/hrconf.

, , ,     Posted in Events, Human Resources Management     comment No Comments »

Keep Stress Under Control at Your Workplace

Tuesday, December 13th, 2011

Stress is a top factor that drives high-potential talent to competitors. Recent research indicates that many employers are unaware that their employees quit to find positions that are less stressful. The current state of the economy and holiday season can cause added stress to workers. Companies should check in with their staffs to gauge their stress level and take measures to try to lessen it.

Untreated stress can negatively impact an employee’s job and health. Stressed out workers experience low morale and are less productive. Those who are stressed can also feel frustrated, irritable and exhausted. They can have trouble focusing and may become ill or fatigued easily. To alleviate these symptoms, try using the methods below:

  • Respect employees’ work/life balance. Allow them to tend to and handle personal issues or problems by granting them time off or creating flexible work arrangements.
  • If possible, help them out on their weekly or monthly tasks. Some companies schedule for a dry cleaning service to pick up, clean and return clothes to each employee at the office. Other organizations, like Google, provide their workforce with an on-site laundry facility.
  • Tightened budgets add to the stresses of work. Help employees save a few dollars by ordering lunch occasionally or stocking the office refrigerator with sodas and snacks.
  • Employees without clear direction of their career path can become frustrated and stressed. Help them avoid these feelings by working together to set career goals and encouraging them to make progress on achieving them.
  • Ask for employee input on how to redesign work systems to make everyone’s job more productive, and cut out inefficient and repetitive work processes. Putting fewer items of greater importance on a worker’s plate will help increase his or her job satisfaction.

Engaging and retaining top talent is important for maintaining a successful business. By creating a company culture that recognizes the efforts of each individual worker, people feel appreciated and morale is raised, which helps drive productivity no matter the economic climate. Helping your workforce reduce its stress will help keep morale high. For more information and tips to help keep your employees’ stress under control, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: alancleaver_2000

, , ,     Posted in Human Resources Management     comment No Comments »

Defining Your Workplace Culture

Thursday, December 8th, 2011

Creating a positive workplace that values and motivates your workforce will help you weather any business obstacle. Employees who view their workplace positively are more likely to invest in the company, produce high-quality work and be brand ambassadors. Even in a tough economic climate, a positive culture will encourage employees to continue giving their best work because their leadership is committed to doing the same.

A positive company culture is key to business success and survival. CAI’s CEO and President, Bruce Clarke, explains that there is no silver bullet for establishing an engaging company culture in his latest News & Observer column, “The View from HR.”  He says that workplace culture decisions should be made with purpose and an end in mind. There are many options for creating a more positive workplace, but Bruce cautions employers from copying the culture of others and creating one based on cool behaviors or conservative options. Instead, employers should look to their employees, business vision, goals, and values to develop a lasting company culture.

“It is a powerful thing when whom you hire, how you work and what you are as an organization weave together in concert to meet your business objectives,” Bruce says.

Although there is no special recipe for creating a positive and productive company culture, there are several elements that should be included:

  • Cooperation—All employees, including management, should be involved in the culture-making process.
  • Communication—Use effective communication methods to inform staff about the culture initiative and frequently update them on its progress.
  • Creativity—Challenge employees to change the way they think. Encourage brainstorming and risk taking to guide the process.
  •  Accountability—Set goals and expectations for the project early. Make sure everyone knows their part and hold them accountable for following through.
  • Commitment—Holding regular meetings to discuss company culture is a good method to ensure continual support for the initiative.

You can get more information on developing your company’s culture at CAI’s 2012 HR Management Conference, which is scheduled for February 21 and February 22 at the McKimmon Center in Raleigh. The conference aims to teach HR professionals and other top executives strategies in culture and talent that will help them crush their competition. Learn more and register today at www.capital.org/hrconf.

Photo Source: DOVE CHOCOLATE DISCOVERIES

, , , ,     Posted in Human Resources Management     comment No Comments »

« Older Entries