10 Signs Your Employees Are Unhappy
By Cheryl Cran
In these busy times leaders and teams are so focused on getting through myriads of tasks and projects that often signs of discontent can be missed or ignored.
Leaders that focus on employee ‘happiness’ in addition to productivity and bottom line results have a greater competitive advantage. Happy employees are engaged employees.
Here are ten signs your employees are unhappy:
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- There is a lack of energy
Energy is the secret behind success – when there is a palpable collective energy in an organization it is like a ‘buzz’ where people are eager to contribute, eager to provide ideas, eager to share. When there is a lack of energy it indicates apathy.
There is a sense of everyone ‘going through the motions’
Unhappy employees show up with an attitude of simply getting through the day and doing the minimum to keep his or her job.
4 Essential Elements to Building Trust Within Your Team
By Richard Lepsinger
Trust is the essential ingredient that binds every successful team together.
Building trust takes time, especially within virtual teams where face-to-face interactions are few and far between. And as many of us have learned the hard way, it takes only a moment to destroy.
To build trust within their teams, leaders must first understand the four components that create it.
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Credibility is the extent to which your team believes in what you have to say about a given topic. It’s demonstrated through experience in a particular area and a proven track record of achieving results. If you lack credibility as a leader, it can be difficult to build trust within your team.
In this instance, it’s important to acknowledge your limitations and consult someone else within your team or outside the team for an expert opinion.
Other ways to improve credibility within your team:
- Avoid exaggeration
- Answer direct questions with direct answers
- Offer to help find a solution
- Build partnerships with team members at different locations and rotate them
While credibility is demonstrated by your words, reliability is demonstrated through actions.
Increase Work Productivity by Going on Holiday
By Patricia Goh
It is of underrated importance for workplace employees to take time off from work and break out of their 9 – 5 routine for better productivity. Understandably, with bills to pay, clients to meet, deals to close, who has the time to lie on a Caribbean beach sipping margaritas all day long? Paid holidays are common in the working world. However, 75% of Americans don’t take claim their paid holidays. When your senses gradually dull, you might want to think twice about having a break from work.
Child at heart
With September looming, students in most countries are returning to school in the fall with new stories to tell and new expectations, ready to start their academic year with a new sense of self, confidence and enthusiasm. They are well-rested and more importantly, they have had a change of scenery. They might have been to camp, gone abroad or even did nothing and stayed at home, but the schooldays routine was broken and that allowed them a breath of fresh air. Read the Complete Article
Thoughts About Motivation
By Bill Scott, Global Knowledge Course Director and Instructor
I delivered a Project Management, Communications and Leadership class at our NYC training center last month. We discussed motivation and how project management was being influenced by Frederick Herzberg’s Hygiene Theory (which has little to do with hygiene). The Herzberg theory is more related to the two-factor theory than hygiene. But that’s another story for another day. Herzberg developed a list of items the he classified as hygiene factors, better known as demotivating events, such as:
- Physical working conditions
- Working relationships
- Salary/status and security
Herzberg’s list of motivating factors included:
- Job interest
- Job responsibility
- The work itself
Herzberg’s theory basically says almost all demotivating factors have to be removed before the motivating factors will motivate. Imagine a motivating meter hanging around one’s neck with a pointer at the 12 o’clock position (neutral). The 12 o’clock meter pointer position indicates no motivation and no demotivation. Read the Complete Article
Maintaining Team Morale When Your Projects Get Tough
By Bruce McGraw
‘I don’t measure a man’s success by how high he climbs but how high he bounces when he hits the bottom.’ – General George Patton
Today I had a tough travel day – The Northeast US is snowed in by Winter Storm Janus (When did we start naming winter storms?) and flights and airline staff were crazy. I had some time to think about rough times, team work and managing projects under severe conditions.
As a project or team leader, you are responsible for keeping your team on track, regardless of whether you hit a roadblock or not (That does include bad weather). In today’s environment of complex projects and management demands for faster/cheaper/better project implementation, you also must be responsible for keeping your team’s morale up—even when things go bad or we lose. I manage a PMO team that gets constant challenges as it bids new work for clients and I have to deal with both the demands of winning as well as the morale and health of the team
Here are some things a good manager does to maintain team morale and positive energy—even in the face of a failure. Read the Complete Article
Empower Your Team to Succeed
By Tracey Fieber
Running a successful small business is never a one-man job. Getting it off the ground and continuously elevated up to new heights requires a collection of skilled professionals following an accurately designed strategic plan. But even the most thought-out plans run into unexpected problems from time to time. This makes it crucial that you empower your team of professionals to make the decisions needed in order to keep the company’s progress on track.
Why Empowerment Is Key
No matter what industry or field you’re in, or how many people you have working in your company, empowering your employees has the potential to generate big results. Just a few of the different ways that empowering your team can help your business succeed include:
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- Better use of human capital – The individuals you’re hiring for the various positions in your company are being chosen because of their skills and qualifications.
The 3 Things That Your Team Really Wants From You
By Jim Anderson
So what is your job as an IT manager? What is it that your company is really paying you to do? There may be many different answers to this question, but at the end of the day it’s your job to use your IT manager skills to convince a group of IT professions to all work on what you tell them they need to do and to do a good job. Although on the surface this may seem easy, as we all know it’s fairly difficult to do well. However, it turns out that all your IT team wants from you is three things…
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- A sense of purpose
As a company or even as an IT manager it can be all too easy to think that what the members of your IT team really want is more money.
Leading From A Distance: Practical Tips for Engaging Remote Workers
By Richard Lepsinger
More than 3.3 million Americans work from home at least half the time, not counting those who are self-employed, according to the latest figures from American Community Survey data. Many more-an estimated 25 million-work at home at least occasionally.
While technology and changing workplace policies have granted employees more flexibility, it has also made them more isolated. Workers who are more removed from the physical workplace have fewer opportunities for casual interaction with their managers and coworkers. They may be overlooked when impromptu meetings or brainstorming sessions occur among employees who are co-located.
Over time, this can lead remote workers to feel less valued and less satisfied with their jobs. Fortunately there are some simple things you can do as a virtual leader or employer to help remote workers stay connected. Here are three practical tips for engaging remote workers. Read the Complete Article
Lessons in Leadership From the Military
By Peter W Ross
People love articles written by military generals, admirals and such on the secrets of their leadership. I spent 6 years in the army as a private and eventually corporal equivalent, giving me a very different experience of leadership. I saw both incredible leadership and terrible leadership during my enlistment, and I eventually got the chance to put what I had learned to the test in my final couple of years when I was put in charge of people. One thing I believe to be true is that you can read all the books and take all the courses on leadership, but it doesn’t hold a candle to actually learning on the job by experiencing other’s mistakes and successes. Based on my experiences as a subordinate and leader in the military, here are what I believe to be some of the most important facets of leadership. Read the Complete Article
What To Do When Your Top Producers Lose Engagement
By Mary Kelly
As a leader, it is sometimes hard to recognize when top-producing, independent, A-Team members disengage. Why is it so difficult to see these problems with your former superstars?
Your top talent are the people who push back against micromanaging and who generally thrive without much supervision. They are your reliable people, the people you have confided in, and your go-to people. This makes it tough to diagnose when they turn sour because you trust them, and you don’t want to believe that they are considering leaving you for your competition.
From their perspective, it is like a dating relationship that has run its course. Once you decide to break up with someone, you suddenly find all kinds of things about them that irritate you that serve to reinforce your decision that breaking up with them is the right thing to do. Read the Complete Article