Why Are You Still Here? 5 Ways to Keep ‘Em Coming Back Every Day

Why Are You Still Here? 5 Ways to Keep ‘Em Coming Back Every Day

Turnover is a real issue, even in the most employee-friendly company. Things happen and situations arise that drive the cycle of departure, but as the boss, you can take steps right now to ensure the employees you value remain as members of your team. Keeping employee motivation high may seem impossible, especially when everything in the company does not go as planned. However, the most trying times in your business may create extraordinary opportunities to reflect on organizational behavior and give your corporate culture a boost.

  1. Exercise an Open-Door Policy

One of the easiest ways you as a manager can get your employees to want to stay is by making yourself and your counsel available. In good times and bad, some people may require more reassurance or guidance than others. Some may feel uneasy about their performance and desire feedback to improve it. Showing your workforce that you want to help gives them the chance to engage with you and get the coaching they need to perform at their best.

However, you need to strike a balance so problematic people do not take up all your time. Establish office hours and allow people to sign up for 15-minute time slots. If a matter demands more time, extend it as needed. Creating boundaries with the process makes it run more smoothly.

  1. Take Action When Issues Arise

Allowing complaints against an employee to stand without recourse sends the wrong message to the rest of your workforce. Taking action to stop the spread of poor attitudes and behavior demonstrates that you know what is happening in the business and that you are willing to make difficult decisions to rectify any issues. If you ignore rumors and negativity too long, it can take root and affect employee morale.

  1. Stay Away From Micromanaging

Your workers should lift each other and stay on task without you involving yourself in every aspect of the job. Empowering people drives employee motivation. It fosters an environment of autonomy and allows people to feel less fettered when performing everyday duties. It also helps promote a creative environment and may push employees to go above and beyond the norm.

  1. Recognize and Reward the Good

When something goes wrong, it is easy to dwell on the negative, especially when it comes to a careless mistake. However, if your corporate culture practices employee-shaming, you will not spur employee motivation. On the other hand, if you flip the policy and spend more time praising the excellent work done, employees should take notice.

Rewards and recognition do not always have to be financial, although money definitely motivates. Set up a monthly luncheon and choose a top worker each week to attend. Send a company-wide email that turns the attention to the good things people do. Pointing out the hardworking members of your workforce encourages others to push themselves. Reward shows employees you recognize the good, so when something negative requires your attention, it will not seem that is all you focus on.

  1. Take Team-Building Out of the Office

Hanging around the office day in and day out can become a drag. Get with your management team and put together fun out-of-office days to mix in some excitement. You do not need to make it elaborate; take smaller groups to the movies or maybe do a ropes course or outdoor activity. Even a simple barbeque in the park is a great way to lift the spirits of all.

Employee motivation is essential in retaining people in a competitive market. If your workforce gets the impression you don't care about them, it can send some of your best people packing. Taking a few simple steps to show workers their worth to the bottom line can keep them clocking in day after day.

Terminating an  Employee 101:  How to Know When it’s Time to Let Go

Terminating an Employee 101: How to Know When it’s Time to Let Go

Severing an employee isn’t easy, but it can be necessary. If you have any workers who are toxic to the company, it’s time to let them go. Ideally, employees and employers come to an agreement about employee severance. Then, each party goes its separate ways. This is ideal but not always the usual. When employee motivation is down, you need to look at the employees responsible. For unsure employers, this is when you know it’s time to let an employee go and when to do it.

Misconduct and Unethical Conduct

Misconduct is serious. If an employee shows any sexist, racist or problematic behavior, let him or her go. Do not allow threats or other misconduct to go undisciplined. Unethical conduct can include the following:

  • Theft
  • Slander
  • Fraud
  • Dishonesty

Your company’s reputation hinges on your employees. Don’t let one employee ruin your reputation.

Absences and Poor Performance

Employee motivation goes down if they notice some co-workers aren’t working as hard. Poor performance and chronic absences are a reason for termination. If productivity slips, it may be time for a talk. If the behavior does not change, then it may be time for termination.

Drama and Complaints

Office drama happens. You can’t always avoid it. Some people, unfortunately, like to cause drama. If someone is stirring the pot, gossiping and always the center of drama, it’s a problem. This creates a negative corporate culture.

Complaints also matter. If your employee has customers, vendors and coworkers filing complaints, it’s time to look closely at that person.

Lack of Growth

The office is a place for personal and professional development. If your employee is not willing to improve or to train, then he or she may drag the company down. Employee motivation needs to be high. If your employee makes mistakes and doesn’t seek to fix them, he or she is not useful.

Poor Time Management

Now and then tardiness happens. Good organizational behavior is important. This is especially true when it comes to time management. Say you have an employee with a case of chronic lateness who misses deadlines. Seek to work with him at first. Let the employee know that he isn’t meeting your standards. If the employee continues to struggle, then your company might not be the right fit.

Terminating an Employee

If you determine it’s time to let an employee go, when you do it is important. How quickly do you want the employee out of the office? You also want to consider your worker’s feelings. You should never fire someone callously. Make sure that you take the time to be considerate. This also includes terminating at the right time.

In the past, employers would fire on Fridays. This is a bad idea. The weekend gives the employee time to stew on the firing. He or she can’t jump straight into a job search but has to wait all weekend. Most employers agree that it is better to fire in the middle of the week. You don’t want to fire on a Monday. This leads to feelings of time wasted. Make sure to terminate early in the day.

Remember that a crying or upset co-worker can drop employee motivation. Give the terminated employee a quiet or private space if he or she is upset. Treat him or her in a dignified way. You should always have respect, no matter the conditions of the termination.

When it comes to firing an employee, always consider the matter carefully. Some decisions aren’t as clear as others. Take into account the advantages and disadvantages of keeping an employee. Someone who does more harm than good has to be let go. Nevertheless, remember even in cases of termination to treat all employees with respect.

3 Ways To Get What You Want

3 Ways To Get What You Want

No matter how much you’ve accomplished, there’s always the possibility of increasing your productivity and effectiveness so that you can achieve more of your professional goals. Follow these tips to reach higher still.

1. Set the Right Goals

The first step to achieving goals is to set the right ones. Many leadership and organization psychology experts use the acronym SMART — specific, measurable, achievable, relevant, and time-bound — to help you hone in on the types of goals that will set you up for success. Besides creating a sense of urgency, a SMART goal is clearly defined. “I’ll go to the gym for an hour before work every Monday, Wednesday, and Friday,” yields better results than a vague, “I’ll get in shape.”

In addition to setting SMART goals, it’s also important to focus on what you can control and not on the outcome, which is out of your control. According to Think Like a Warrior, by sports psychology expert Darin Donnelly, you’ll get the best results, and be happier, if you focus only on your effort and your attitude. Otherwise, if you focus on results and outcomes, you risk getting discouraged and giving up when something doesn’t go your way.

2. Change Your Habits

Most people know that our habits are what help or hurt us the most when it comes to goal achievement. You may be surprised to learn that one of the most effective ways to change a habit is to change your environment, according to Psychology Today.

Often people fall into negative habits due to surrounding stimuli, such as eating ice cream after dinner because you see the ice cream bowls in the cabinet while doing the dishes. In this example, you could benefit by moving the bowls so you don’t encounter them as often and can avoid the negative habit entirely. Likewise in a professional setting, correcting a negative habit could be as simple as turning your desk or working on a different team.

3. Leave Your Comfort Zone

True leaders are willing to make themselves uncomfortable at times for the sake of achieving their goals, according to Kathy Caprino, a career coach and leadership expert who contributes to Forbes. It takes courage, and a willingness to leave your comfort zone and speak up and propose changes to a system that isn’t working. When you point out flaws in the system, you’re bound to encounter naysayers who want to stay in their own comfort zones. However, when you consider what it takes to make a significant positive impact on your organization, it often requires taking a calculated risk.

Quotes from Louis Carter

Quotes from Louis Carter

The most critical component to great sales, customer service and your performance are leading strong learning communities that are defined by respect for yourself and others.

The most critical component to great sales, customer service and your performance are leading strong learning communities that are defined by respect for yourself and others.

Use laughter and beat the s&^t out of your ego to move to the next level as a leader. Let your ID fly!

Use laughter and beat the s&^t out of your ego to move to the next level as a leader. Let your ID fly!

Achieving goals begins with the first step and daily vigilant practice.

Achieving goals begins with the first step and daily vigilant practice.

Sales are result of Helping someone else.

Sales are result of Helping someone else.

Focus on what you can change and let go of what you cannot.

Focus on what you can change and let go of what you cannot.

Respect must be practiced and earned.

Respect must be practiced and earned.

Your emotional triggers cause chain reactions that can harm or revive your relationships.

Your emotional triggers cause chain reactions that can harm or revive your relationships.

When you provide genuine appreciation, you will rarely find opposition.

When you provide genuine appreciation, you will rarely find opposition.

Respect is the New Currency in the Workplace

Respect is the New Currency in the Workplace

Quote 4 Trust2

Trust is doing what you say you are going to do, no excuses.

Legacy means leaving our next generations happier than we ever could be.

Legacy means leaving our next generations happier than we ever could be.

Quote Two

The future belongs to those who discovery, research and development of our grandchildren.

Instead of throwing a “no” at people or a project, use a “yes, and” then co-create your future.

Instead of throwing a “no” at people or a project, use a “yes, and” then co-create your future.

Diversity & Inclusion Makes Headlines at Oscars

Diversity & Inclusion Makes Headlines at Oscars

Change happens in a clear process: 1. form, 2. storm, 3. norm and 4. perform. Some storming processes are more brutal than others and some can be done with humor and even grace. The best change happens with humor and invitation to dialogue to come to a better conclusion and way of being. Chris Rock is no exception. He is taking the stage tonight with his monologue at the Oscars #OscarsSoWhite.

There seems to be two methods of storming that have two very distinct outcomes.

1. Crowd/Group Riots: Some of the worst riots in history have led to the death of 100s of individuals, police officers, resignations, job loss, and unconscionable emotional upset. Such examples include the 1992 Rodney King Race Riot, 1967 nationwide riots in most major US cities that led to over 100 deaths, and the 1968 riots following the assassination of Martin Luther King, Jr which were as widespread and deadly.

AND:

2. Dialogue. On April 4, 1968, on the eve of Martin Luther King assassination, despite concerns for his safety, Robert F. Kennedy gave an impassioned speech to call for dialogue instead of violence to a rally at 17th and Broadway in the heart of Indianapolis’s African-American ghetto. RFK invited compassion instead of violence, eloquently communicating the pain he felt when his brother, too, was killed by a white man.

WE CAN MOVE IN THAT DIRECTION AS A COUNTRY, IN GREATER POLARIZATION — BLACK PEOPLE AMONGST BLACKS, AND WHITE AMONGST WHITES, FILLED WITH HATRED TOWARD ONE ANOTHER. OR WE CAN MAKE AN EFFORT, AS MARTIN LUTHER KING DID, TO UNDERSTAND, AND TO COMPREHEND, AND REPLACE THAT VIOLENCE, THAT STAIN OF BLOODSHED THAT HAS SPREAD ACROSS OUR LAND, WITH AN EFFORT TO UNDERSTAND, COMPASSION, AND LOVE.

Senator George Mitchell spent several days in Ireland during the Peace Accords, working through the grueling emotional pain of those from North and South Ireland. I spoke with Senator Mitchell back in 1998, and he told me that being with the people, and truly empathizing with their pain and working through the details of the pain is what brought the Ireland Peace Accords to consensus.

There are common denominators to requests for help in the area of diversity based on any factor, be it sexual orientation, race, color, or gender. The common denominator is emotional pain. It doesn’t feel good to be excluded, to be hurt, to be talked down to, to be discarded, to be disrespected.

How To Combat Bullying When Your Life Depends on It – by Louis Carter

This kind of behavior dates back in our memories to the schoolyard bully and back in history to the stone aged man dragging “his woman” by the hair. It is not to be tolerated, however, it must not be fought with any other weapon but dialogue, consensus building, empathy, caring, and moving toward a better and more understanding human right. The human right to be seen equal in the eyes of all.

Betting Against the Future: Analytics and Insurance Talent Management

Betting Against the Future: Analytics and Insurance Talent Management

Human resources professionals in the insurance industry face a unique set of challenges from both technology and talent. Analytics have made a splash in many industries, but their direct application to insurance HR is not always readily apparent.

Turning your HR operations into a data-driven powerhouse requires convincing management that the investment is worth it. You can note that leading talent management and enterprise resource planning systems offer a bevy of metrics and options to select key performance indicators. But, these often won’t help you apply metrics, KPIs, or global data to your workforce.

You need quick, small wins that address some of the most significant problems you face. This quick dive into predictive and workforce analytics can help you learn where applications may exist and how to think about data for your organization.

Measuring Knowledge Transfer

As an HR professional in the insurance market, you know the industry faces a workforce gap. For many of you, it’s growing.

The aging and retiring workforce has pushed out middle management in almost every industry. The Millennial workforce focuses on digital skills and insurance, as an industry, has struggled to give itself a technologically savvy appearance. Today’s insurance workforce is seeing the most skilled practitioners retire and struggling to pass on lessons to a small set of younger workers that lack significant industry experience.

The transfer of knowledge across the divide is essentially for long-term health of each insurer. If you’re not tracking the success of employees during and after the knowledge transfer, then you might be wasting your employees’ time and harming your company’s long-term viability.

Your analytics should extend to track the formal and informal mentoring that goes on in the workplace. This can be tracked via established programs and with simple questions in a weekly review or check-in that ask: Who was the most helpful in the office this week? Did anyone show you something you didn’t know? What was it?

Onboarding programs already require significant interaction between new employees and your top staff. However, these are often limited to checking off a box so that you know everyone has practiced with your software and read the harassment policy. Following through with talent tracking that knows who demonstrated the software may help you find bottlenecks.

If Dave just gives your employees the handout but Michelle walks them through each process, there’s a potential that Michelle’s trainees will perform better over time when training on complex tasks. However, Dave may achieve the same results when it comes to understanding and adhering to corporate policy because nothing beyond reading the policy is needed.

Michelle’s hands-on approach can then be reserved for training on complex systems where gains are largest. If she enjoys mentoring or the process being reviewed, you might see even higher gains in bridging the skills gap.

Once you establish a baseline of this data, predictive analytics can help you find similar benefits in your knowledge transfer as well as many other KPIs.

Considering KPIs: The Average Time to Settle a Claim

One of the top KPIs across almost all insurers is the time it takes for the company to settle a claim. This data can be tracked across touch points to see how long each person takes to complete their part of the settlement process, as well as tracked separately for each policy the insurer offers.

Policies all have different claims periods so it’s not uncommon to see different a large gap between the speed of closing claims across products. No analytics program will deliver a paradigm shift in claims processing that resolves medical claims faster than a theft.

However, analytics may help you optimize the claims process across your products.

Breaking down the entire process and tracking each individual element may show you that claims in a certain region take longer to have an inspector visit, or a specific hospital may take five calls to get a document compared to your average of three.

Applying predictive analytics to this process can help you best identify partners or employee traits that make someone right-fit for a particular position.

You may also discover common elements that have no negative impact, but highlight areas for improvement. A medical insurer may find that new doctors’ offices are using a certain type of EMR/EHR, and a software improvement on the side of the insurer can yield proper integration so those records auto-populate claims forms.

This is just one KPI, but tracking its data can help insurers realize operational efficiencies that have positive benefits throughout an entire operation.

Consider the EMR/EHR example. Predictive analytics may show that you can expect a certain volume of claims with offices using a specific format. It may also tell you that you can expect a quicker and cheaper claims resolution process after you integrate to use that format. Underwriters now have a reason to offer a small discount for working with integrated partners, using claim resolution data to create a preference for products that will have shorter resolutions in the future.

Taking the Next Steps in Workforce Optimization

Pairing analytics with performance reviews also gives you a chance to ask one of the most important questions for top performers: What aspect of the work do you like the most?

Review this information regularly through workforce management practices like templated performance improvement plans. A steady stream of data will allow HR professionals to track these desired work areas and identify opportunities for top performers and rising stars to experience more of the work they enjoy.

We know that happy workers tend to perform better. The University of Warwick quantified that last year with a study[i] that found happy workers are 12% more productive, while unhappy workers are 10% less productive.

Applying this via analytics and PIP templates is pretty straightforward and won’t impose on any HR team. Review performance data to identify the areas where each employee perform best. Add a question to the PIP template that asks them what work they most enjoy or where they feel underutilized. Review responses and build a list matching your star employees with their desired work areas.

When new opportunities arise in one area, match it with the top employee for that work area. If this creates a gap in another work area, match the top employee for that process, and so on.

Specific to insurance, this may move your team around where certain members interact with vendors while others are your new front-line when claims are first made. Employees who have the best relationships with your inspectors or adjusters may be able to leverage that into improved performance and operational efficiency.

Analytics provides that information that your knowledgeable HR team can use to identify gaps. Modern software and talent management best practices prepare them to capitalize on each opportunity.

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