You need customer trust, so they’ll keep doing business with you. There’s another aspect of trust that can make a big difference for your bottom line. It starts much closer to home – with your employees.
Category: Employee Engagement Tips for Managers
Your employees may love their jobs and love the culture you’ve created together. That contentment won’t stop them from paying attention to status changes.
It’s not enough for the leader to be creative. The people who are led must also be taught to be creative.
Is your wisecrack going to be perceived as hysterically funny or just plain rude? It’s worth paying attention to what’s happening in your office environment. New research from the University of North Carolina shows that rudeness negatively impacts job engagement and performance.
It might start as a petty squabble about the best day to release a regular report. Before you know it, two of your valued employees aren’t talking to each other. What’s your next step?
If you are blessed with outstanding employees on your team, you probably also have a few C employees. I’m not talking C-suite material. Here, I’m focusing on the employees who never quite seem to get the job done.
Is the new service you just introduced to the market a big hit? Congratulations. Now, all you have to do is maintain company culture as you grow. Here are a few suggestions.
Merrick Rosenberg is the CEO of Take Flight Learning and author of the book “The Chameleon: Life-Changing Wisdom for Anyone Who Has a Personality or Knows Someone Who Does.” In episode 06, we discuss why the most successful managers are the most flexible and most adaptable – especially when it comes to communication, how managers tend to create an environment in which they thrive, rather than their team members, and a new way to train employees on DISC assessments that everyone will understand.
Even among teams that have worked together for years, there’s room to build trust between team members and their leader. For teams that have recently undergone a fundamental change – such as absorbing new members from other teams, or resizing to a smaller team – re-forming and rebuilding trust are absolutely critical.
When too many employees leave, execs throw more training at managers. This action, senior execs figure, will keep staff turnover to a manageable level. Companies that dig deeper to get at the root cause of employee departure may be in for a surprise.
Managers, are you having trouble understanding why an employee’s work habits are driving you crazy? Have you reached the point where you’ve actually yelled at that employee for no good reason? If so, it’s time for you to concentrate on self-awareness.