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Thursday, April 16, 2020

What is Job 1?

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Let’s keep it simple! A Manager's number one job is to make employees successful! That’s it!


Successful Employees = Successful Managers = Successful Businesses


We can do this many ways, by deciding what is needed, then acting, such as,

  • Teaching inexperienced employees-Show them how.
  • Supporting employees with the resources to do the job-Verify what they need.
  • Coaching employees as they learn-Help fine tune their skills.
  • Tracking progress and providing feedback to build knowledge and skills-Encourage.
  • Intervening if needed to get some back on track-Monitor as required and act as needed.
  • Pushing when they need more confidence-Nudge them when it’s time to step up.
  • Delegating gradually as their expertise develops-You’ll now have time for other tasks.
As in any business situation, Managers assess what is needed and then act on it. Performance management is no different. To succeed, however,

  1. We need to plan. Invest the time. Success doesn’t just happen, but you will be rewarded.
  2. We need to commit to a positive, collaborative approach which holds both parties mutually accountable. *
  3. We need to follow through. (Managers who invest in leadership win big.)
*Employees who have the knowledge, resources and support of their Managers are successful and contribute more effectively. (We already know this.)

There are two key words for implementation,

  • Clarity –

    Ensure the results you expect are clearly understood, so employees have the confidence they know those expectation. Plan together and update if changes occur.
  • Contact –

    Follow through on a plan to collaborate and hold “progress consultations” during the year and a “no surprises” wrap up summary at year end. Consulting enables you to guide, coach, support and encourage, plus acknowledge work well done. Also, employees are then more accountable to let you know their issues and needs.
Managers tell us the vast majority of employees can and want to do a good job. Both Employees and Managers, however, tell us how problematic performance discussions can be. On the other hand, 15-20% of employees actually look forward to performance discussions, stating,

“My Manager supports my success.”

“My Manager lets me know what is needed and helps me get it done.”

“My Manager coaches me when needed.”


Engaged Employees are 20-25% more productive (and their Managers are happier.)

It’s an investment that pays off, big time!


Posted by admin admin at 8:45 AM 0 Comments

Monday, April 13, 2020

Working From Home?

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Currently employers are faced with serious challenges unique to their sector and situation. Some will be able to retain staff, but others face losses of talented, trained employees. Government supports have been announced, but what can be done to cope with the immediate situation?

For employers trying to weather the storm, some employees can work at home, but many jobs don’t allow that. So, what to do? We are grasping at straws here, so need to innovate.

All employers want employees to do well and contribute to the success of the business or enterprise. Employers want employees to build their knowledge and skills to contribute to that success. In normal times, however, employers seldom have time to devote to minor priorities.

These are not normal times, so here are some no-cost/low-cost ideas to consider while your capable employees are stuck at home. The options are, sit at home and do nothing, or do something.

1 – Address small, but time-consuming tasks that often get pushed aside, such as,

  • Updating current practices and policies that need to be brought up to speed
  • Assessing day-to-day processes and procedures to improve workflow (staff may know best)
  • Drafting step-by-step procedure guides for new employees or new tasks
  • Draft reports or recommendations on items that need attention (customer service, administration, sales, service, inventory, safety, etc)

2 – Develop new ideas and initiatives

  • Ask employees if there are any ideas, issues or mini-projects that they would like to take on
  • Ask employees to list opportunities to build the business or services you provide
  • Ask employees for ideas on how the business or agency can successfully adapt to the “new normal” once this crisis is over.
  • List ideas for in-house “mini-projects” to build employee knowledge when returning to work.
  • Internal customer service. Are were serving each other well, to serve external customers?
These are just ideas to consider. In some cases they may not be feasible. They are however, based on longer term experience and surveys showing:

  • Most people want to do a good job.
  • Employees want input to decision making (especially experienced staff, but newcomers as well).
  • Most employees want learning and growth.

Everyone says we need to innovate, well here’s an opportunity.


Posted by Dan Furlan at 4:45 PM 0 Comments

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