Employee Should be documented Consider a peer partner Engagement - - PDF document

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Employee Should be documented Consider a peer partner Engagement - - PDF document

Jun 24, 2023 306 likes •423 views

6/4/2020 On Boarding Tips Lead by the supervisor Employee Should be documented Consider a peer partner Engagement Check in on the new employee regularly. K-12 Education What Employees Really Want Money Leadership clear

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K-12 Education

On Boarding Tips

  • Lead by the supervisor
  • Should be documented
  • Consider a peer partner
  • Check in on the new employee regularly.

Employee Engagement

K-12 Education 2

What Employees Really Want

Money Leadership – clear vision, desired outcomes, and feedback, how to get there, role modeled behaviors Action means more than titles Communication – timely information, understand management’s formula for decision making, team and meeting participation opportunities, visual documentation of work progress and accomplishments Fairness and consistency Opportunities for growth and development To be treated with respect Meaningful, challenging work

K-12 Education 3

What Employees Really Want

Having enough time to do quality work Recognition Being part of a team Accountability

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K-12 Education 4

Why Does Engagement Matter?

  • Engaged employees = more effective employees
  • Increases productivity
  • Improves retention
  • Boosts workplace happiness
  • Higher level of productivity
  • More innovation
  • Connected employees
  • Better communication
  • More collaboration
  • Commitment to the company
  • 2.5% times more revenue than their peers
  • 10% more likely to exceed performance expectations
  • Disengaged employees contribute to higher turnover rate

K-12 Education 5

Best Practices and Engagement Ideas…

  • Praise your

employees/associates

  • Promote transparency and

collaboration

  • Celebrate personal wins
  • Emphasize work-life balance
  • Bring in a motivational speaker
  • Do something fun
  • Stand for something your team

can be proud of

  • Send out a employee feedback

survey

  • Find out what your team

members are passionate about

  • Promote perks that promote

physical and mental wellbeing

  • Provide ongoing coaching and

training

  • Open consistent line of

communication

  • Invest in onboarding of new hires
  • Show employees how their

advances the company

  • Allow employees to move

laterally within the organization

  • Give an employee more

responsibilities and not just more tasks

K-12 Education 6

Best Practices and Engagement Ideas…

  • Encourage volunteering
  • Know your company culture

and role model expectations

  • Celebrate your team
  • Build more trust
  • Send out some Monday

motivation

  • Create a roadmap to achieve

professional goals

  • Incentivize goals
  • Have a weekly food day
  • Let someone else lead weekly

meetings

  • Start a newsletter
  • Show them ‘people results of

their works’

  • Always act on feedback
  • Have team photos
  • Praise and recognition
  • Act on feedback
  • Have them spend a day in the

life of…

  • Bring in a specialist
  • Have brain storming sessions
  • Have a problem solving session
  • Give them ownership of an event
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Best Practices and Engagement Ideas…

  • Define what employee

engagement looks like for you

  • Have show and tell
  • Get employees involved in

show and tell projects

  • Believe in the power of

explanation

  • Have a suggestion or vent box
  • Form a culture committee
  • Let associates set their own

goals

  • Offer to pay for professional

development

  • Write an hand-written note to

recognize staff

  • Team lunches
  • Team walks
  • Lunch and learn

K-12 Education

Retention and Turnover

K-12 Education

Reasons Why An Employee Leaves..

  • Money
  • Organization is more concerned

with business versus employees

  • Favorites
  • Boss
  • Lack of respect
  • Health/medical reasons
  • Childcare
  • Lack of trust and confidence in

Senior Leaders

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K-12 Education

Reasons Why An Employee Leaves..

  • Lack of appreciation
  • Lack of challenges in the job
  • The job or workplace was not as

expected

  • Mismatched between job and

person

  • Too little coaching or feedback
  • Lack to support
  • No training
  • Stress from overwork and work life

balance

K-12 Education

Effect on Organization If Employee Leaves

  • Loss of productivity
  • Replacing qualified employees
  • Cost of overtime or temporary employees
  • Recruitment costs
  • Interviewing costs
  • Time spent in orientation
  • Low morale and confidence due to ‘revolving

door’ of employees

K-12 Education

Key Areas in Retention

Corevalues Compensation & Benefits“Motivation” Problem Solving Policy & System Clearroles T eamBuilding

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Retention Management Strategies

  • Offer competitive pay packages, benefits, and social security
  • Provide continuous training and development program.
  • Take proactive measure in identifying employee grievances,

dissatisfaction and frustration levels and corrections measure.

  • Encourage internal mobility and job changes.
  • Understand the developmental needs and growth desires of the

employees.

  • Use family involvement programs.

K-12 Education

How to Manage Difficult Employees & Creating a Positive Work Environment

K-12 Education

Difficult Team Member or Customer:

The Absent Worker The ‘No People Skills’ Person* The Complainer or Whiner The Procrastinator* The Social Butterfly The Troublemaker The Disrespectful The Difficult Administrator/Customer

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Leading Leaders:

Leaders have different skill levels when it comes to handling employee issues Coach and support manager Tools and resources – handbook, policies, Practice makes perfect – leader development Support Support Support

K-12 Education

The Absent Worker

The absent worker misses work a lot and it impacts service, moral. .

K-12 Education

How to Deal with The Absent Worker

Ensure that all employees have a signed copy of the employee handbook with the attendance policy. Managers/Supervisors should review the policy with the staff on a regular basis Address issues early – ask questions and see how you can support employees Progressively support employee – documentation Role model expected behavior Be consistent and fair with accountability

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(Chronic) Complainers, Whiners

Diversity of opinion is healthy for the work environment. People who are chronic complainers are often stressed

  • ut or may have some underlying issues

they are dealing with. These are people who constantly have nothing good to say Their constant discouragement and complaining can bring everyone to despair.

K-12 Education

How to Deal with Complainers

Don’t try to argue them out of their negativity. Redirect the conversation Have a transparent conversation Respond with your own optimistic expectations. – “I think that everything will turn out great.” – “I am sure we will get done on time.”

K-12 Education

How to Deal with Chronic Complainer

Listen to their concerns actively and respond. Keep the conversation short but productive. Keep calm and cool when dealing with complainers. Make sure your advice is straightforward and brief. Be very sure and clear about boundaries. Change the subject and don’t dwell. During team meetings be prepare to redirect the conversation ie Schedule a sit down

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The Procrastinator

Procrastinators avoids (difficult) tasks and deliberately look for distractions. .

K-12 Education

How to Deal with The Procrastinator

Cheat deadlines Let the procrastinator know that you have a deadline High priority (you) Low priority (procrastinator) Don’t take it personal = go get your item Follow up

K-12 Education

The Social Butterfly

Social butterflies is the person everybody knows and makes friends fast. They are the first to meet and greet the new co-

  • worker. They are a source of information

On the other hand they can be the ones who is in the middle of the gossip, distracts

  • thers from working and may not get their

tasks completed timely. They can also be ‘pot stirrers’ and people who keep tension going.

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How to Deal with The Social Butterfly

Give them tasks where their talents are utilized i.e., leading a safety conversation, leading a tasks. Leverage them with new promotions and products Set the tone of professionalism around kitchen gossip and address it directly

K-12 Education

The ‘No People-Skill Person’

Oft skills are how you treat people, talk to them, deal with conflict

K-12 Education

How to Deal The No People-Skill Person

Address issues and concerns immediately Review handbook or policies related to conduct, professionalism, behavior expectations STOP them in the moment Provide examples and document behavior Adopt an unacceptable or zero tolerance approach Shape up or ship

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Instigator People

This employee pits people against each other, whether its to deflect or simply to stir the pot. The instigator thrives on drama and unrest and will use gossip, anger and negativity to get what they want.

K-12 Education

How to Deal with Instigator/Bully People

Be direct about the unacceptable behavior Refer to the conduct policy Manage the problem Zero tolerance