My Holland, Author at EQuest Asia

Increasing Staff Engagement

Engagement, Workplace Culture / My Holland

A manager believes his employees are engaged because they often ask questions during meetings. He may be correct, but maybe not. In fact, employees can become less engaged because they’re not getting the answers they’d like to hear. Another employer thinks their employees are happy. This doesn’t mean they are engaged either. What drives engagement in an organization, then? According to a Towers Perrin report, the number one reason employees are passionate about work is that they believe their organization cares for their well-being. Before moving on, here are signs employees are engaged: They believe in the organization’s mission and goals. Engaged employees are passionate, which they show through their performance. They can’t wait to get started. Engaged employees are enthusiastic and full of energy. People may love what they do but wouldn’t exhibit enthusiasm in a workplace if they’re not engaged. Finish jobs before leaving for the day. An engaged employee will work late just to complete a task that may not be necessarily urgent. Go beyond the call of duty. Engaged employees are not satisfied with what is required. As a result, you’ll find them exceeding expectations. Fully immersed in their work. Engaged employees may eat their meals while working and avoid unrelated activities. They also take fewer breaks and barely socialize with their colleagues during the day. Practice Increasing Staff Engagement: The above are just a few. Indeed, you might have seen other indicators. So, if you believe your employees aren’t fully engaged, here are some tips you might want to try. Provide a clear organizational mission and vision. These are not empty words you post on your office wall. They should mean something to everyone. Make sure employees understand these. One way to find out if your employees are on board with your goals is through meaningful dialogues or surveys. Often, management conducts a monologue instead of an exchange of ideas and feedback. Appoint managers or supervisors that believe in engagement. They can develop or enhance participation by their direct reports. Provide programs that improve skills. If you want your employees engaged, find ways to develop them into better individuals. For example, many companies subsidize tuition for employees who desire further training or education. Build bridges instead of walls. A way to do this is by adopting other types of leadership. For instance, become an authentic or conversational leader. You’ll find out what motivates your employees. Practice social responsibility. Consumers buy more from businesses that try to improve the lives of others. Start within as there might be employees who have needs more than others.

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Yourself: Lead Like A Woman

Emotional Intelligence, Empowering Women, Leadership / My Holland

Not long ago, female bosses were seen as successful because they emulated their male counterparts. It was still men that set the tone for becoming great leaders. This, however, is changing rapidly. Exhibiting feminine traits is no longer viewed as a handicap for women taking on leadership roles. Showing empathy and emotional intelligence are just as relevant as being assertive and authoritative. Also, while men tend to be more controlling, women prefer participation. With women leaders, organizations realize that highly-engaged employees become more productive. Not all leadership styles, though, are suited for all organizations. Certain traits may work better in some environments. For instance, a company that wants to drive sales up may encourage its different business units to compete against each other. Clearly, this would not be a situation that calls for cooperation. Nevertheless, specific gender traits can have positive effects in the workplace. The key is finding out which is best for an organization. In the meantime, here’s our advice to women on how they can be better at breaking the mold of traditional leadership. >> Be authentic. Forget about adopting a persona. Instead, be a genuine. For instance, you can be a strong leader yet still show compassion. People no longer view this as being soft. Let the real you shine. Don’t advance or get promoted because of false pretenses. You are to make a difference and not go with the flow. You may learn how the former boss does things, but don’t copy. Instead, add your personal touch. >> Make use of your strengths. Think of the qualities that make you successful. Determine which of those can help you as a leader. Maybe it’s time for more participation or empathy? Both improve communication and dialogue in any organization. Women leaders are not hesitant to create emotional connections with their colleagues. This is always a plus. Also, there’s always room for new ideas and other ways to solve problems. So, if you support collaborative work, encourage it at your workplace. Instead of conforming, assert your femininity and embrace your uniqueness. >> Be a transformational leader. Traditionally, men are transactional leaders. They reward desired behavior and are a stickler for rules. Often, they prefer structured policies and focus on results. On the other hand, women can be effective leaders when they motivate, inspire, and support employees. They are flexible and open to change. Also, they treat each employee as a unique individual. Make sure that a transformational style will work in your organization. There might be instances when you have to become a transactional leader. There’s no doubt that women leaders are making their mark in society. So, if you live the life you want, lead the way like a woman.

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Collaboration in a Hybrid Environment

Awareness, Engagement / My Holland / Collaboration, Hybrid Workforce

Many people worldwide are opting to spend more time working at home. COVID 19 inadvertently highlighted the benefits of remote work. Saving money on fuel and office rent and flexible working hours makes a hybrid setting attractive today. But, of course, these are more reasons. There are downsides, however. Among these is the possible loss of collaboration among employees. But, there are ways to maintain cooperation: Discuss with employees how to maintain collaboration in a hybrid setting. Keeping communication lines open is one of the keys to effective collaboration. So, it’s an excellent idea to find out the individual circumstances of people who will work remotely. For instance, employees with families may have to attend to responsibilities before beginning work. However, with more flexible time, they can be more accommodating to their counterparts who are at the office. So, discuss when everyone should be available online. The last thing you want is to have colleagues listening in on a meeting that has no relevance to them. Set time for remote social interaction. Remember when employees hung out for a few minutes around the water cooler or at the lounge? This allowed interaction between people who didn’t have to talk shop during their breaks. This built friendships and improved relationships. How about encouraging the same aside from regular online meetings? Talk about the latest news, sports, trends, etc. Studies show that employees collaborate better with people they’re friends or comfortable with. Be open-minded. Traditionalists believe that eyes should be kept on employees constantly. For them, collaboration wouldn’t exist in a hybrid setting. Give it some time to work. Commit to it fully and explore ways to make it successful. It will take time for people to adapt to a hybrid setting. Let remote employees do their tasks without direct supervision. See what happens? When alone, it doesn’t mean they’re not collaborating. Remember that collaboration doesn’t mean that everyone should be in a synchronous state. Also, desired results can be achieved without real-time attendance online. For instance, finished tasks or communication could be sent by e-mail or other means.

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My Holland

Increasing Staff Engagement

Yourself: Lead Like A Woman

Collaboration in a Hybrid Environment

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