Engagement Archives - Page 4 of 11

Women Leaders

Empowering Women, Engagement, Goals, Leadership, Motivation, Positivity, Productivity, Workplace Culture / My Holland

Breaking down Barriers Women hold only about 28% of senior-level, executive and managerial positions in the United States. The intention to remedy this situation exists but not enough effort has been made so far. Many organizations would like to give more women opportunities but have been unsuccessful. More steps should be taken to fully break down the barriers that prevent more women from taking leadership roles in organizations. These steps should include the following. Close the Gender Pay Gap Pay inequality is one of the biggest obstacles for women in the workplace. More women have college or master’s degrees but receive less than men with the same educational background. Many factors such as work experience, are used to explain this gender pay gap. But when the qualifications of male and female job aspirants are equal, there should be no excuse for differences in pay. The laws are vague where gender pay gaps are concerned. Individuals, men included, should lobby their representatives to create laws that: Impose more substantial penalties on companies that are guilty of pay inequality. Prevent employers from penalizing their employees who discuss their wages with others. Require companies to disclose wage data. What can be done in the meantime while we wait for laws that will close the gender pay gap? Employers should take the initiative and offer salaries that correspond to a person’s qualifications. Companies want to hire the most qualified person for a leadership role. They shouldn’t hold back on wages when the best person for the job is a woman. Women should ask for more pay when offered a job. A little research will help estimate what a fair wage should be for a job in a specific geographical area. Women should not settle for salaries offered to them initially and subsequently. An employer’s best offer is usually not their last. Provide Better Access to Childcare Services Talented women will resign from their jobs to care for their newborn children. Employers who lose talent will suffer in the long run. Think of the costs alone of training replacements. Companies can team up with childcare services to assist their female employees. Big organizations, on the other hand, can consider building their childcare centers. Address Discrimination Many people have a bias, sometimes indirect, against female leaders. This creates an unhealthy environment for talented women who may eventually seek opportunities elsewhere. Employers should conduct training that will change their employees’ negative perceptions of women leaders. They need to be reminded that women can be good bosses too. With these steps, women will find it more beneficial to take on leadership roles. In time, the barriers they face now will be things of the past!

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Make Adjustments to your Team

Engagement, Happiness at Work, Leadership, Positivity, Workplace Culture / My Holland

Hiring new people is not always the answer. Sometimes, small tweaks can transform your group into a highly-engaged team. First, find out what each employee enjoys doing the most. Assign tasks that are based not only on skill but also on personal preference. Studies show that employees are more productive and become highly engaged if they perform the work they love. Second, include employees in goal setting and allow them to have their say. Don’t expect even the best employees to feel passionate about goals they don’t agree with. Expect indifference instead! On the other hand, having everyone on board has tremendous effects on your team. Each employee becomes more committed to goals they can call their own. Third, communicate with your employees more often. Find out how you can assist them in their jobs. Praise employees when they think outside the box and perform beyond expectations. A simple acknowledgment of an employee’s extra effort might be enough to push him/her to become highly engaged. Make it a habit to show appreciation to your employees. Consider following any of the tips above. Soon, you’ll have a highly engaged top-notch team in your organization!

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Tips on Creating Your Highly Engaged Top-Notch Team

Engagement, Goals, Happiness at Work, Leadership, Workplace Culture / My Holland

If you want a top-notch team in your organization, the solution is simple – attract the best people with generous compensation packages. Unfortunately, unlike big businesses, most organizations are not awash in money. But don’t despair, despite limited resources, you can still create highly engaged top-notch teams in your organization. What does highly engaged mean? Most employees perform as expected, but at 5 PM, they call it a day. They don’t care if a task is left unfinished and wouldn’t spend another minute beyond the required 8 hours. If asked to stay to complete a task before the day’s end, they expect some form of compensation for the extra time they’ll spend. Often, they’re happy with the way things are and view change as unnecessary. On the other hand, highly engaged employees stick around the office, on their own volition, until they accomplish daily goals they’ve set for themselves. They’re proactive, driven, passionate and committed. They believe in their organization’s vision and perform beyond expectations. Who wouldn’t want these employees in their teams? Search for Greatness Within Before looking outside, search for great talent in your organization. Of course, if you’re creating a new group, managers or department heads will not let go of their star employees. They wouldn’t want to break up their well functioning teams. But, it’s also possible that they have excellent employees who are underutilized or are mismatched to their jobs. They could be better assets to your team, where they can finally thrive and flourish. It’s wise to get to know your colleagues at work. The person you are searching for could very well be right under your nose. Recruit People with Potential It’s the next best thing when looking for highly engaged employees. Many experts believe that hiring people with great potential is better than hiring the best. But, you need a keen eye in seeking “diamonds in the rough.” Invite promising applicants to your office for an interview. Find real gems in the making by asking the right questions. Don’t put too much weight on resumes which only show background and experience. These don’t show a candidate’s attitude, sense of responsibility and reliability.

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Engagement

Women Leaders

Make Adjustments to your Team

Tips on Creating Your Highly Engaged Top-Notch Team

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