It’s finally Summer, and Summer means time for Vacation.

What if you can’t go on vacation though?  What if upticks in prices have you pinching pennies a bit, or you simply don’t have time to take a trip right now?

Summer vacations encourage us to take a break from the day to day.  They allow us to broaden our horizons, experience new things, and hopefully relax and unwind.  Don’t ignore your need for recharging and self-care just because you can’t take a vacation right now.

What to do if you can’t take a trip?

The first step is to establish what self-care means for you.  Self-care can vary widely depending on your drive.  This is where the Predictive Index assessment can help you.  If you are more inclined to socialize to unwind, scheduling extra time with friends and colleagues off the clock can help you feel like work is less stressful.  Alternatively, if you recharge best by being on your own, making time for things like gardening, solo day adventures, or just sitting and reading a book can help reduce your stress.

Adjusting your daily habits can also help you feel more like you just took a vacation – even if you didn’t.  Some of our favorite ways to do this are:

Movement:  You don’t need to think of it as “exercise” if that’s stressful.  Just getting up every hour or two and walking around the office for 5 minutes can help you reset and feel less stressed (ask Scott – this is his favorite healthy work habit!).  Adding headphones and your favorite playlist makes it even more enjoyable.
Breaks:  Ironically, the best thing you can do when you have too much to do is to take a break!  Frequent breaks make you feel like you have less to do.  This little mind game can help make you more productive and less stressed overall.
Say “No”:  Or rather, find a balance between saying “No” and saying “Yes.”  Thea ct of taking things off your plate that don’t need to be there can not only free up your time, but can mentally make more space for things about your job and your personal life that you enjoy.  We all have to say “Yes” to things we don’t want to do sometimes, but try looking at those gray-area parts of your life and assessing whether you have to do them or whether you can maybe say “No Thanks.”

As always, the way you care for yourself and the enjoyment you get from your daily tasks is determined by who you are deep down.  That’s why we’re are here – to help you connect with your inner drive and find the best fit for you and your team.  Ready to get started?  Get in touch today.

Are you planning strategically?

We all know that pretty much nothing goes “according to plan” in the real world, which is why it is essential to plan for multiple outcomes and multiple scenarios when it comes to your business. Planning for multiple potential outcomes allows you to pivot and bounce back (remember those Agility and Resilience Superpowers?) when something doesn’t go according to your initial plan.

Planning is also crucial when things seem to be going just fine. Setting your business up for future success means planning your next moves while things are calm in order to avoid future turbulence.

In a nutshell, planning is one of the best ways to set your business up for success. Think of it as making deposits into your business savings account – the more you plan, the more reserve you have when that rainy day eventually comes!

Here are some potential situations you can plan for:

Retention – retention planning includes making sure your people are aligned with their purpose, and their purpose is aligned with their role in your organization.

Performance – the key to planning for great performance is to focus on the alignment rather than the performance. Set your employees up for success by giving them the alignment they need to excel.

Growth – plan for employee growth by investing in employee development and training. It’s one sure-fire way to reduce turnaround and increase retention.

We can help you plan for many aspects of your business growth and hone those superpowers to withstand any rainy day! Get in touch today to start setting your business up for success!

One of the most important skills to cultivate as a leader is Awareness. The ability to remain aware of your surroundings, your team and your own thoughts and behavior is crucial to maintaining an efficient workforce.

But what exactly do you need to be aware of? We’ve created a short checklist for you and some explanations to go along with it.

Start to Be Aware…

…of where everyone on your team fits behaviorally. What are their strengths and weaknesses? This is important for balance – and not just for balance’s sake, but in order to pursue your objectives as a company.

…of their engagement. Are your team members truly engaged? Are they participating? Are they speaking up in meetings, volunteering for projects, and taking advantage of advancement and educational opportunities? Remember, an engaged employee = a happy employee – one who wants to be working for you.

…of the right people for the job. It’s one thing to have bums in seats, but do you have the right bums in the right seats? Could there be a better fit for those who are lack luster or falling behind? Is it because they aren’t working hard enough, or is it because they are not very well-suited to their assigned tasks? Finding the right fit for the job can make the difference between happy employees and high turnover.

Awareness is a muscle that you can strengthen. You might not be able to assess all of the above situations right now, but the more you practice, the easier it will be. Awareness helps you understand what your team members need, and how you can best show up for your team as a leader. 

We spend a lot of time giving you tips and tricks on how to engage your workforce, but how do you know if your efforts are producing results?

The obvious answer is that you will see higher productivity and higher profits.  If you’ve been in business for any length of time, however, you know that it can take a little time to get these results.  Implementing change leads to better habits, and habits sometimes take a little while to take.  If our engagement strategy is not working, it’s essential to ascertain that early on and have the time to pivot.

So what are the early signs that your newly implemented engagement strategy is working?

Here are a few things to look for within your team that can help inform your engagement strategy:

 

Participation & Communication

Look for a tighter bond between your team members and more voluntary participation from them.  Employees will want to be more involved once they are more engaged.  Speaking up in meetings more often?  Attending events and learning opportunities that they might not have before?  All good signs!

Making Use of Opportunities

Does your direct report Carpe that Diem?  Are they utilizing the learning opportunities you present to them?  Are they showing interest in learning skills beyond those needed for their own position?  These are natural behaviors you will see as your workforce becomes more engaged.

Innovation

The next stage of engagement is the desire to create!  When your team starts coming forward with ideas they are excited about that can help the company grow, you know that they are fully-engaged.

 

Do you need help developing an engagement strategy, or have a great story about one that led to success?  Reach out today at info@upgagement.com!

 

 

 

Are you regularly scheduling 1:1’s with your direct reports?

We think it’s safe to assume that most of you are.  But in the off chance that you are not…

The well-appointed 1:1 is an essential part of creating and maintaining an engaged team.  1:1’s can happen as often as every week or as seldom as once a month, but the object is the same – clear and open communication.

The successful 1:1 can be broken down into the three key ways that your direct report is relating to their workplace:

Emotional Life

Get into the nitty gritty!

1. How does your direct report actually feel about their job?
2. How are they relating to their teammates and to you?
3. Are you listening to their challenges and responding with solutions?
4. Is your direct report feeling valued?
5. Is your direct report feeling like they are part of a team, or are they feeling isolated?
6. Does your direct report have the sense they are contributing to a bigger global, ethical purpose by being with your company?
7. Are you showing appreciation for your direct report’s contributions, and are they receiving that appreciation?

These are just some of the questions you can ask yourself and implement in your 1:1’s.  Remember that the way your direct report feels about their job will be a huge contributing factor toward your ability to retain them as an employee.

Daily Grind

Can you get an accurate sense of what your direct report’s daily grind is really like?  What is wearing them down?  Are there particular tasks they are struggling with?  The 1:1 is your chance as a manger to get a bird’s eye view of the situation and maneuver according to the information you glean from the session.  If you are actively listening to what your direct report is communicating, you have a valuable opportunity to gain insight into the situation and head off problems at the pass.

Career Pathing

It’s a difficult truth that retaining employees also means preparing them to move on.  We all have our career and life goals, and one of the best ways to keep your direct reports engaged is to invest in them by facilitating education and experiences that will help them move on to the next level.  The great news is that many employees will continue to stay with a company that gives them the opportunity to learn.  This goes back to our first point, too – showing your direct report that you care about their goals and needs as people goes a long way toward showing them that you call them beyond what they can give back to your company.

Do you have questions on how to conduct a successful 1:1?  We’d love to hear them!  Get in touch today at https://upgagement.com/contact-us/, and let us help you get on the road to successful and productive 1:1’s!

February is the month of Love, and what better topic to talk about than how to show your love in the workplace? Knowing your team members’ love languages can lead to better workplace environments and relationships between co-workers, employees and management. Work love languages are how we’re going to keep those who work around us feeling appreciated and valued.

First and foremost, confidence is more valuable than any asset. Confidence gives employees and people, in general, the ability to achieve by having more focus, resilience, and personal control. Confidence helps us keep our perspective and be mindful of our choices. It can help employees and management maintain self-compassion and humility so that we can learn from our failures and persevere, which in turn, leads to a boost in self-esteem. 

Communication must come first, whether in a personal setting or workplace setting.  Those settings tend to combine in workplace environments. Each member on your staff communicates in different ways. How they give and receive that information is different, as well. Communication is even more essential – and challenging – as a team. Employees can have amazing ideas on how to achieve a goal, but without proper team communication, managers are unlikely to be able to capitalize on those ambitions. Positive workplace communication can boost employee engagement, spark creativity, and supercharge team performance. Company culture that values communication can help enable transparency, increase employee engagement, and reduce the risk of toxicity and gossip in the workplace. 

Ever thought about leaving a Thank You note for an employee who did an outstanding job on a project or went above and beyond on something simple? Sometimes that’s all it takes to bring positivity into the workplace. Random acts of kindness can show employees that they aren’t just compensated, they are appreciated as well. Thank you cards are immediately implementable, practically free, and can have a huge impact on your employees’ engagement. Break out those Thank You cards!

Peer recognition is also a part of building self-esteem.  It can help with confidence, and can help motivate your employees. Here are a few different ways to build peer recognition into your company culture:

– Make employee recognition programs peer-voted

– Encourage employees to shout out their peers

– Leave appreciation notes on colleagues’ desks

– Go the extra mile – or maybe a few extra feet

– Help employees foster friendships 

– Make regular positive feedback the norm

Encouraging peer recognition at your company can foster healthy work relationships, increase engagement among employees, and help to retain employees. 

This month, let’s build up our employees and our company culture by being positive and encouraging our employees and teams!

 

RESOURCES:

https://www.predictiveindex.com/blog/4-secrets-to-creating-a-successful-workplace-mentorship-program/?utm_source=copy&utm_medium=website&utm_campaign=Social

https://www.predictiveindex.com/blog/4-secrets-to-creating-a-successful-workplace-mentorship-program/?utm_source=copy&utm_medium=website&utm_campaign=Social

This month we are going to be talking about a couple different topics: National Mentoring Month, Get A Balanced Life Month and Get Organized & Be Productive Month!  (Stick with us – it will all make sense in a minute!)

Having a strong organizational culture is what helps companies win awards and incentives and it’s also an integral part of employee retention. Culture is what attracts prospective candidates to apply to a job posting and also what entices them to sign on the dotted line once an offer is made. 

But when a company’s organizational culture is the very reason for disengaged employees in the workplace, what happens then? One of the main factors that disrupts employee engagement and productivity is lack of fit within a company’s culture. Employees want to “fit” with their organization’s culture. We all want to feel as if we’re part of something positive – a culture of values that makes employees feel positive and a mission we can all get behind and support. 

Employees who are misaligned with their company culture will never go the distance needed in the workplace. On the other hand, when employees are aligned with their company culture, they work extra hard to help the company reach its goals. 

Recently, companies are changing human resources policies and benefits to entice the younger population that makes up the largest percentage of the workplace: millennials. This digital population prioritizes work-life balance and employer benefits on an equal level – or perhaps an even higher – level to compensation. For employers, this means putting employee loyalty, job satisfaction, and work-life balance first. 

So, what works?  What type of company culture actually retains?

One factor that has a big influence is your organizations PTO policy.  Researchers have found that over half of human resources professionals have noticed an increase in millennial-aged candidates asking about benefits during their hiring process. Companies have found that by implementing a restructured or unlimited PTO policy, employees were able to create flexible work and vacation schedules. Unlimited vacation policies at companies work as long as these companies have transparency, clear communication, trust, and have regular performance evaluations for employees. This is ultimately creating a happier employee workforce, which then creates a happier and more productive workplace. 

Another large contributing factor in company culture as it relates to retention is mentorship.  An organization’s talent is its greatest asset. Companies that recognize this fact have more than likely already created or implemented mentorship programs to continually improve their teams. Mentorship programs in the workplace are proven to boost employee morale, encourage company loyalty, and enhance overall work performance. 

What are some benefits to mentorship programs in the workplace?

-Develop new managers from within the company. 

-Support diversity and inclusion efforts and other employee resource groups. 

-Motivate employees that possess high potential for advancement.

-Onboard new employees.

-Encourage camaraderie in remote teams.

Mentors themselves can develop employees leadership and management capabilities in the workplace as well. Simple acts of recognition, or rewards, can make the programs that much more gratifying for building up employees. 

Implementing some of the tips and tricks we shared from information garnered from the Predictive Index can help improve employee morale and happiness in the workplace, and save you time and money by eliminating turnover.  By finding a happy medium and a sustainable work/life balance, your employees can be productive and happy members of your team for years to come.

 

RESOURCES:

https://www.predictiveindex.com/blog/why-flexibility-is-a-better-perk-than-salary/?utm_source=copy&utm_medium=website&utm_campaign=Social

https://www.predictiveindex.com/blog/4-secrets-to-creating-a-successful-workplace-mentorship-program/?utm_source=copy&utm_medium=website&utm_campaign=Social

https://www.predictiveindex.com/blog/4-secrets-to-creating-a-successful-workplace-mentorship-program/?utm_source=copy&utm_medium=website&utm_campaign=Social

 

With all the cheer and festivities that we look forward to this month, December is the National Month of Giving! National Giving Month celebrates humans doing their best by acknowledging generosity and the numerous volunteers that unite people of all ideologies during the month of December.

Giving promotes high self-esteem, positive thinking and job satisfaction to help quell feelings of loneliness and restlessness. Giving creates confidence, confidence is essential to performing in the workplace.  Here are a few ways that create an upward spiral of confidence:

• Set a goal

• Draw on prior experiences

• Persevere

The confidence gaining process starts when we allow ourselves to take action when we feel that tug of an inspiring goal.

 Last month was National Gratitude month and we spoke about being grateful and showing thankfulness in the workplace. With gratitude comes giving back. More than ever, it’s important to pair that gratitude with continued growth and commitment to action. Some fun and interesting ways to bring gratitude and giving into the workplace is to encourage staff to join in on holiday festivities that give back to the community too. Whether it be engaging customers in giving by donating to causes, companies encouraging staff to attend events by donating per attendee, having company competitions where the winners donate to a charity of their choice, the needs in the communities are endless and encouraging giving in the workplace can bring joy, gratitude, and confidence as well! 

Supporting employee growth is another excellent way to give back to our employees. Changing the way feedback is given to individual employees, encourage curiosity, build empathy, taking a birds-eye view and reinforcing company values, among others, are just some of the ways employees and staff can thrive in the workplace and give back to them by strengthening careers in the process. 

We all know that happy employees are more productive employees. Positive employees give back to your business by creating happy environments that retain team members and prevent turnover. Check out the following link the Predictive Index to see how you can use other tools in the workplace to boost employee morale:
 https://www.predictiveindex.com/blog/benefits-of-a-happy-brain-positive-employees-are-more-productive-employees/?utm_source=copy&utm_medium=website&utm_campaign=Social

RESOURCES:

https://www.predictiveindex.com/blog/7-ways-to-create-an-upward-spiral-of-confidence/?utm_source=copy&utm_medium=website&utm_campaign=Social

https://www.predictiveindex.com/blog/quotes-about-gratitude/?utm_source=copy&utm_medium=website&utm_campaign=Social

https://www.predictiveindex.com/blog/3-ways-managers-can-support-their-employees-growth/?utm_source=copy&utm_medium=website&utm_campaign=Social

November brings us National Gratitude Month! 

 

Gratitude is more than simply saying “Thank you”. But, reflection and the giving of thanks are powerful strategies to boosting self-wellness. Reflecting on that for which we are grateful, is an important way for people to feel satisfaction with themselves rather than dissatisfaction with what they don’t have.
 
Gratitude in the workplace is just as important as leadership. Showing thankfulness and gratitude among staff encourages happiness in the workplace. Showing gratitude can make you feel better about your life. It can help manage mental health problems like depression and anxiety, as well as improve self-esteem and sleep.
 
Just as people express love differently, they offer and receive appreciation in different ways as well. You might be offering your employees recognition through shout-outs or gifts—yet every person doesn’t recognize those efforts as appreciation.
 
How do you boost your employees morale and create a happy and healthy work culture?
 
 – Recognize and Reward Achievement 
 – Don’t forget about Financial Incentives
 – Giving employees more time off
 – incorporate meaningful time away from the office
 
Check out the following link from the Predictive Index to see how you can use other tools in the workplace to boost employee morale: https://www.predictiveindex.com/blog/how-to-increase-employee-morale-tips-on-creating-a-happy-and-healthy-company-culture/?utm_source=copy&utm_medium=website&utm_campaign=Social
 
Every person smiles when thanked for a job well done or when shown some appreciation in our workplace. Whether we show our employees gratitude through financial incentives or time off work, it’s important to regularly show gratitude in the workplace!

 

 

RESOURCES:

https://www.predictiveindex.com/blog/why-your-employee-recognition-program-isnt-working/?utm_source=copy&utm_medium=website&utm_campaign=Social

 

https://www.predictiveindex.com/?s=appreciation&swpmfe=5916110af2bd3b2b4d5992f3b0f8059a

October is Global Diversity Awareness Month, and we want to use this opportunity to talk about the Leadership Superpower that is Diversity, Equity & Inclusion (otherwise known as DEI).

DEI allows you as a leader to strengthen your workforce.  One type of person from one background can only come from a limited number of perspectives.  A drum section isn’t enough – you need the whole symphony to help you realize your dreams and achieve your goals.

DEI doesn’t just apply to background and ethnicity.  We all know that hiring people of diverse genders, races, socioeconomic backgrounds and experiences statistically makes a workplace happier and more innovative, productive, and stronger.  It reduces turnover too – an important goal in these uncertain times.

Here are some ways you can practice Diversity, Equity & Inclusion in your workplace that you might not have thought of:

Hire someone without the experience for the job.  Yep, you read that right.  This move has cost advantages, sure.  But you also open up the ability to mentor and mold this person into the ideal team member for your organization.  Who knows, maybe you even create a completely new position in the process that is better suited to your needs.  This move gives your team an opportunity to practice inclusion by mentoring the new hire, and showing the diversity of their own experience in the process.

Make knowledge and understanding a cornerstone.  You’d be surprised at how many workers still think it’s unprofessional to talk about their gender and sexual orientation in the workplace.  Make it known that this is a place to learn about each other and each other’s backgrounds and lifestyles.  Set an example by respectfully expressing an interest in each individual’s hobbies, family activities, and origin stories.

Demonstrate positive mental health practices.  Good Mental Health goes hand in hand with Good DEI practices and high productivity in the workplace, so start with leading by example.  Show an outlook of appreciation by expressing your gratitude amongst your team.  Make it clear when you are taking a 5 minute brain break, and encourage your team to do the same.  Start a mentorship program that allows you, senior staff, and even employees to mentor each other and your peers in your positions.  And don’t forget that what happens outside the workplace affects the workplace – if you sense something is wrong, address it in a respectful way.

Are you a leader who doesn’t know where to start when it comes to implementing DEI?  We can help.  Visit THIS Predictive Index blog on overcoming fears around DEI, and reach out to us for one-to-one advice on this and many other topics.  

RESOURCES:

https://www.predictiveindex.com/blog/the-work-on-trial-series-kemy-joseph-on-equity-purpose-and-safety/?plaId=Wu9Ky9Ge2&utm_source=PLA&utm_medium=link&utm_campaign=Wu9Ky9Ge2

https://www.predictiveindex.com/blog/4-secrets-to-creating-a-successful-workplace-mentorship-program/?plaId=Wu9Ky9Ge2&utm_source=PLA&utm_medium=link&utm_campaign=Wu9Ky9Ge2

https://www.predictiveindex.com/blog/how-to-honor-pride-year-round/?plaId=Wu9Ky9Ge2&utm_source=PLA&utm_medium=link&utm_campaign=Wu9Ky9Ge2

https://www.predictiveindex.com/blog/normalizing-mental-health-awareness-this-may-and-beyond/?

plaId=Wu9Ky9Ge2&utm_source=PLA&utm_medium=link&utm_campaign=Wu9Ky9Ge2

https://www.predictiveindex.com/blog/hiring-for-the-head-and-the-heart-why-team-building-isnt-all-about-experience/?plaId=Wu9Ky9Ge2&utm_source=PLA&utm_medium=link&utm_campaign=Wu9Ky9Ge2

https://www.predictiveindex.com/blog/making-time-for-you-practical-mental-health-tips-from-pioneers/?plaId=Wu9Ky9Ge2&utm_source=PLA&utm_medium=link&utm_campaign=Wu9Ky9Ge2