Posts Tagged ‘Manager Training’

4 Ways to Build Trust with Employees

Thursday, February 16th, 2017

According to the 2016 Edelman Trust Barometer, almost one in three people don’t trust their employer. That’s bad news for businesses, because employees who perceive their leadership as trustworthy are more engaged, more satisfied, and more productive. Employees need to know that the person in charge won’t take advantage of his or her position – that they won’t lie, steal, play favorites or betray subordinates. Once subordinates lose trust in their leaders, the relationship is not likely to be repaired.

The trust issue is made even worse by the notion that many employees dislike their jobs. Some estimates suggest that 70% of the workforce consists of passive job seekers. These are people that while they are not actively looking for jobs, are more than willing to listen and explore other opportunities. Having a trusting relationship with the boss clearly improves both engagement and retention.

Let’s look at the four basic ways a leader can improve the trust factor:

  1. Be More Predictable– while it may not be very sexy, predictability is a major ingredient of trustworthiness. In fact, people who are very creative and spontaneous may have trouble getting others to trust them simply because it is often much harder to predict what they’ll do next.
  2. Be More Empathetic – employees want a boss who takes the time to understand them a bit. Take some time to understand the interests of the people on your team. Those could include personal, as well as, professional developmental interests.
  3. Be More Resilient – the ability to remain calm and resilient under pressure depends on high emotional intelligence. It’s difficult to trust a boss that freaks out in the course of stressful situations. In doing so, they unwittingly send a signal that when the going gets tough, they can be counted on to ‘lose it.’
  4. Be More Humble – Where self-promotion is one of the keys to making it to the corner office, humility may be the key to staying there. Humble managers engender trust and help build a better sense of team.

CAI helps employers build an engaged, well-managed and low-risk workplace. Let us help you tap into your employees potential to become effective leaders. For more information on developing your leaders, take a look at one of our upcoming courses, The Five Leadership Practices Certificate Program. 

Tom Sheehan brings 20+ years of extensive, broad-based strategic, tactical and practical HR experience to CAI’s Advice & Resolution team.  He advises HR and other business leaders on talent management, organizational effectiveness, employee engagement, M&A’s, and employee relations. 

Enhancing Employee Strengths Will Help Your Company Perform Better

Tuesday, April 8th, 2014

Business meetingFindings from decades of research by Gallup indicate that employees who use their strengths daily are six times more likely to be engaged at their jobs. Gallaup’s research shows a clear connection between strengths and employee engagement. This connection can increase overall business performance when organizations work on enhancing both.

According to Gallup, the best way for employees to grow and develop is to identify how they most naturally think, feel and behave, which will unveil their talents. The next step in the process is to then build on their talents to create strengths.

The extensive research shows that building employees’ strengths is a more effective approach to improving performance than trying to improve weaknesses. Benefits of focusing on strengths include employees who are more engaged, perform better and are more loyal to their organization. Yet, studies also show that the majority of US businesses don’t focus on helping employees use their strengths.

When companies put the spotlight on the strengths of their team members, they are more likely to have employees who are more committed to their business. Gallup found that the best way for employers to maximize the strengths of their workforce is through company managers. However, many managers aren’t adequately trained, choose to ignore their direct reports, or worse—highlight and focus on the weaknesses of their employees.

If your managers aren’t equipped to focus on employee strengths, read some of the blogs below to help you get them on the right track:

Ongoing Training Helps Managers Reach Success

Making sure your managers are adequately trained to handle their projects and supervise people is important no matter if your budget is large or extremely limited. Considering multiple budgets, here are a few ways to train your managers…read more: http://blog.capital.org/ongoing-training-helps-managers-reach-success/

Coaching Your Managers Will Bring Business Success

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…read more here: http://blog.capital.org/coaching-your-managers-will-bring-business-success/

How HR Can Help New Internally Promoted Managers Succeed

Supervisors and managers who are promoted from within an organization face unique challenges to their success in their new role and in their relationships with peers, supervisors and subordinates. Here are six tips for how HR can contribute to the success of an internal employee who is transitioning into a new supervisory or management role…read more here: http://blog.capital.org/how-hr-can-help-new-internally-promoted-managers-succeed/

Photo Source: Conceptkv