How to Motivate Employees in an Average Busy Day of a Manager

An average manager's day consists of meetings and conference calls with senior members and handling employee concerns on top of everyday responsibilities. Days running long and lunches quickly eaten, one of the most important tasks that a manager needs to focus on is motivating their team.

How do you accomplish this with so many other tasks to focus on? Two "simple" words. Employee Engagement. Stop telling employees what they have to do, and instead tell them why the company's success is dependent on them performing at their highest level. The following are a few steps to implement today for higher employee engagement:

• Ask for Employee Input - Use surveys, or simply ask if they see something that they could do differently and more effectively in their every day tasks.
• Recognize Employees - Do this on a normal basis, monthly or quarterly. This engages and encourages employees, even if their not the one recognized because it shows that there is a level of engagement from the company.
• Promote and Plan for Individual Goals - Personal goals, with follow up, gives the company an overall productivity boost.

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Our "Making of an Effective Manager Course", Voted the #1 Management Development Program by Entrepreneur Magazine, is just a vehicle that shows Managers how to engage employees and become more productive. (See Below for More Details) Your middle management delivers your desired outcome by implementing the business strategy and engaging the workforce by demonstrating their value to the designed outcome. Our Course provides a better understanding of the problem with the methods for providing solutions, and the need for demonstrating the appropriate behaviors to elevate the productivity and performance of your people and company

Learn More or Enroll Your Middle Management Team Now and see the difference.

Steps for a Successful Delegation Pipeline

Delegation takes planning. Delegation is the key ingredient to time management and allows the manager to concentrate on the important tasks, not just the urgent tasks. The use of a planning and administration system that allows you to track delegated assignments can improve performance and communication.
Below are 5 Steps to a Successful Delegation Pipeline

5 Things Managers and Leaders Must Do

Communication, forward thinking, prioritization, and other skills must be learned and applied in the workplace by managers if we can expect to improve employee engagement. Employees need a manager who is willing to provide an “open” communication platform that includes feedback in a timely fashion, candid discussion on performance and appropriate behavior, a willingness to clarify expectations and use metrics to measure results, and to include the employee in the awareness and planning stages for the company’s vision.
Here are 5 Tips that we believe makes a difference in your business if put into practice: 

10 Steps to a Sucessful Talent Management and Development Process

There is no cookbook or guarantee for success in business but everyone wants a recipe. Leadership is the competency most needed in any recipe designed around achievement. Teamwork should be viewed no differently than we view organizational effectiveness. This effectiveness, without question, always comes back to the leader. The development of the leadership within any company should be the goal of every executive team.

Companies talk a good game about the need for leadership and people development, but when the water starts getting a little rough, they start treating their people as an expense and don’t hesitate to throw them overboard. Yet, the employee is listing their development and the opportunity to participate in training programs as their number one reason for selecting companies for employment.

10 Steps in Talent Management and Development Processes

Make sure your managers know the law, and their people!

Read this article to see why....

Supreme Court Redefines Supervisor in Discrimination Case

  

In June, the Supreme Court issued a ruling that made it harder for workers to prove they had been a victim to employment discrimination. The first ruling narrows the definition of what classifies a supervisor, thus leaving plaintiffs with a different burden of proof. In Vance vs. Ball State University, Maetta Vance – an African American worker, accused her supervisor Saundra Davis –who is white and described as a catering specialist, of racial harassment claiming that Davis had glared at her, slammed pots and pans, and blocked her on an elevator. However, both sides agreed that Ms. Davis did not have the authority to hire or fire employees.

Justice Samuel A. Alito Jr. rejected the EEOC’s definition of a supervisor and ruled that “being a supervisor should be limited to someone authorized to take ‘tangible employment actions’ like hiring, firing, promoting, demoting, or reassigning employees to significantly different responsibilities,” according to the New York Times. This ruling specifies that an employer could not be held liable in a co-worker to co-worker claim unless it can be proven that the employer failed to exercise reasonable care to prevent or correct any harassing behavior.

Employers should be aware of this ruling that clearly defines the difference between co-workers and supervisors. The employer’s liability is greatly increased if a supervisor is accused of employee harassment or discrimination. Therefore, companies should be aware of the EEOC and OFCCP compliance regulations that they are required to adhere to.

Innovative Leadership can help your company in various ways! Contact us to find out how http://www.innovativeleadershipdv.com