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

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 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 2 What Employees Really Want Having enough time to do quality work Recognition Being part of a team Accountability K-12 Education 3 1

6/4/2020 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 4 Best Practices and Engagement Ideas… • Promote perks that promote • Praise your physical and mental wellbeing employees/associates • Provide ongoing coaching and • Promote transparency and training collaboration • Open consistent line of • Celebrate personal wins communication • Emphasize work-life balance • Invest in onboarding of new hires • Bring in a motivational speaker • Show employees how their • Do something fun advances the company • Stand for something your team • Allow employees to move can be proud of laterally within the organization • Send out a employee feedback • Give an employee more survey responsibilities and not just more • Find out what your team tasks members are passionate about K-12 Education 5 Best Practices and Engagement Ideas… • Encourage volunteering • Start a newsletter • Know your company culture • Show them ‘people results of and role model expectations their works’ • Celebrate your team • Always act on feedback • Build more trust • Have team photos • Praise and recognition • Send out some Monday motivation • Act on feedback • Create a roadmap to achieve • Have them spend a day in the professional goals life of… • Incentivize goals • Bring in a specialist • Have a weekly food day • Have brain storming sessions • Let someone else lead weekly • Have a problem solving session meetings • Give them ownership of an event K-12 Education 6 2

6/4/2020 Best Practices and Engagement Ideas… • Write an hand-written note to • Define what employee engagement looks like for you recognize staff • Team lunches • Have show and tell • Team walks • Get employees involved in show and tell projects • Lunch and learn • 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 K-12 Education 7 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 K-12 Education 3

6/4/2020 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 T eamBuilding Policy & System Compensation & Problem Solving Clearroles Benefits“Motivation” K-12 Education 4

6/4/2020 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 K-12 Education 5

6/4/2020 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 K-12 Education 6

6/4/2020 (Chronic) Complainers, Whiners Diversity of opinion is healthy for the work environment. People who are chronic complainers are often stressed out 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 K-12 Education 7

6/4/2020 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 others from working and may not get their tasks completed timely. They can also be ‘pot stirrers’ and people who keep tension going. K-12 Education 8

6/4/2020 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 K-12 Education 9

6/4/2020 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 K-12 Education 10