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8 Steps to effective leadership

What makes a good manager? – 8 Steps to Effective Leadership

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As you are aware, Leadership & Management plays a huge role in the delivery of the business goals however, not everyone understands some of the basics of good leadership.

Here, I share with you 8 steps to effective leadership.

1. Purpose

A good purpose will explain the direction the business is going in, motivate employees to take the right action to achieve it, and coordinate the actions of all employees to achieve the same goal. Read more in ‘My Purpose and Values: Create a Great Place To Work‘.

2. Belief

Leaders have a strong vision of where they want their business to go. Without that vision, a business is working in the dark. But a leader can’t do much alone. Little can be achieved without the support, buy-in and belief of the employees.

3. Effective communications

Do you talk to people and explain what you really want for your business and from them? If you don’t tell them, how are they to know? Do you put your message across so that everyone understands it? A message is successful only when both the sender and the receiver perceive it in the same way.

Also Read: This starts with leadership. 

4. Effective Listening

To be an effective listener, you need to respond with both verbal and nonverbal cues which let the other person know that you are listening and understanding. Effective listening can mean fewer errors and less wasted time.

5. Coaching

Instead of directing and controlling your staff, use coaching to encourage them to accomplish results on their own initiative.

6. Responsibility & Delegation

Give employee’s greater responsibility, opportunities to make their own decisions, and the chance to develop their capabilities. Make the most effective use of your time by delegating tasks you don’t need to do yourself. Want to know more? Read How Important is Workplace Culture for your Business?

7. Recognition & Motivation

Everyone likes to be recognised for doing a good job. That doesn’t always have to be a financial reward. Saying ‘thank you’ is often enough. Understand what motivates your staff – each individual is different. Motivated staff will have increased energy and will strive to achieve the nurseries goals. Find out more in our 4 Simple Ideas How To Engage and Motivate Your Staff.

8. Managing Conflict

Don’t avoid conflict – tackle it straight away. It won’t just go away if you avoid it, and matters will only get worse. Avoiding conflict can make you look weak as a leader.

To ensure you have a successful management team you must provide them with the right training. Too often I see staff promoted to management positions only to be demoted or dismissed a few months later as they did a poor job. More often than not it’s because they have not received the correct training. So make sure you provide training for your managers on the basics of managing people otherwise you are setting them up to fail.

Interested in Leadership Coaching?

Call us now 01980 622167.


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How Important is Workplace Culture for your Business?

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Culture underpins everything you do in your business

If you get your culture right then your culture can become a business asset. If you’re currently struggling with what I call people disease, or you struggling with staff issues – that’s attitude problems, lateness,  sickness , absence , poor performance, employees are making mistakes – then it could be down to your workplace culture.

A 12-month HR program for business owners

I run a 12-month program for business owners who want to create a great place to work. For businesses who understand the importance of having a good culture and, the difference it will make to their business.

To discover if the program is right for you, I offer an exploratory session for business owners. The exposure session will help you discover a framework to help you create a great company culture, understand which steps you need to take first and, identify the areas in your current culture that are toxic.

7 Mistakes Most Business Owners Make When They Employ People

 

To book your exploratory session just contact us here.

Complete the form below and we will be in touch.


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Managing Absence-The People Doctor-Jacqui Mann

7 Cures For P.E.O.P.L.E. Disease

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Managing difficult employees is an important part of solving P.E.O.P.L.E. Disease. It’s never easy, and it’s a skill that can take years to develop. When managers identify problem employees (one of the many symptoms of P.E.O.P.L.E. Disease) they can be managed — either to improve behaviour and performance, or to exit them from the business. Here are 7 cures prescribed to treat problem staff, from me – The P.E.O.P.L.E. Doctor.

  1. Listen. Often, when an employee is causing you a headache, you stop paying attention to what’s actually going on. The best way to improve the situation is to get most accurate diagnosis of the situation. Sometimes simply listening can save the day.  There may be other things going on in that employee’s life or in your business that you are not aware of.
  1. Behavioural feedback. Most managers will spend months, even years, complaining about poor employee’s and not ever giving them actual feedback about what they need to be doing differently.  Giving feedback is one of the most uncomfortable things a manager has to do.  But great managers learn how to give feedback. This, prescribes the employee with specific information they need in order to improve.
  1. Document. Whenever you’re having problems with an employee, write down the key points. I can’t stress this enough.  I’ve had managers tell me that they couldn’t let a difficult employee go because they had no record of his or her bad behaviour. All too often this lack of documentation is because the manager didn’t want to be ‘too negative’ about the employee. But you will need it later if things don’t work out and you need to start a more formal process, you would certainly wish you had documented it then, trust me!
  1. Be consistent. If you say you’re not OK with a behaviour, don’t sometimes be OK with it.  Employees look to see what you do more than what you say.  You must be consistent with all employees. You can’t favour one over another.
  1. Set consequences. This can be done in several ways for example an informal way where you explain what your expectations are. Remember employees are not telepathic even if you would like them to be. Another way is to go down a performance development plan route. This can work really well for lots of employees and can be a win-win situation. We have a great Performance Development Plan form that we use to help cure P.E.O.P.L.E. Disease. If you would like your own copy then you can download one here.
  1. Processes.  Make sure you have dotted all the I’s and crossed all the T’s. This really links back to getting things documented. You need to be aware of any processes you have in place and that they are followed. If you don’t have processes if you end up in a tribunal then what ever way you have dealt with the issue will be compared to the ACAS code of best practice.
  1. Be courageous.  Firing someone is the hardest thing a manager has to do.  If it gets to that point, do it right. Don’t make excuses, don’t put it off, don’t make someone else do it.  It’s not going to cure your business.

Remember me and my team are here to help you every step of the way. Just email people@jmassociates.org or call 01980 622167 and we will help you to cure P.E.O.P.L.E Disease.


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5 Secrets To Getting The Most From New Employees

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I’ve lost count of the amount of times that an employer calls the office to say they have an issue with a new member of staff.

The issues tend to be the same:Read More


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