Is coaching the solution?

Coach engaged in discussion with an employeeOrganizations that want to help employees overcome challenges to develop critical skills often turn to coaching for one-on-one career development assistance. Coaching can be effective for leadership development, conflict resolution, and other critical management skills. However, in order to be successful, a coaching program requires a three-way collaborative alliance between the coach, the employee (or “coachee”) and the organization. First, you and the coach should establish clear objectives and goals for the coaching initiative. Then a separate goal-setting meeting with the coachee should take place in alignment with the initiative’s objectives and goals.

What can your employees expect from coaching?

Bring out Your Employee’s Best and Increase Productivity

It can be challenging to give up control and trust your employees to get the job done. Some leaders need to be the smartest, best and most capable person in the room. Unfortunately, this approach can sometimes cause business owners to underutilize their people and talents, stifle creativity and restrict great ideas. On the other hand, good owners recognize that when their employees are doing well, they are too. Here are six things every good leader strives to do:

Avoid micromanaging. Empower your employees by allowing them to make key decisions related to their role. Many managers waste time worrying about the little details that should be left up to your team.…

Employee Communication Part 1: 10 Reasons to Encourage Employee Input

Your business succes depends entirely on the support and performance of  your employees. With staff playing a significant role in service, it’s undeniable that they’ll have opinions about their work, the organization, policies and procedures, and more.

In many workplaces, though, encouraging and implementing employee suggestions can fall by the wayside. And given the current economic situation, staff may be hesitant to speak up at a time when fresh ideas can be more crucial than ever.

Read on to discover ways to encourage feedback that boosts employee morale and can ultimately work to your team’s and organization’s advantage.…

Substance Abuse in the Workplace 3: Unfit for Duty

Previously, we wrote about how to spot substance abuse in your workplace, and what steps you could take to get help for your afflicted employee, but what should you do in the worst case scenario? What should you do if an employee showed up to work under the influence?

If an employee is visibly intoxicated at work, that person is a safety risk to themselves and others. You must take action and remove the worker from the workplace. If you suspect an employee is under the influence and on the job, follow these steps:

  • Approach the employee and observe how they respond and behave.

Substance Abuse in the Workplace 1: Warning Signs to Watch For

Your once prized employee can’t seem to get into work on time, has questionable hygiene including bloodshot eyes, seems unbalanced on their feet and appears to have forgotten the meaning of deadlines. Their work is getting worse, they spend more time away from their desk with frequent trips outside the office and their personal cell phone always seems to be ringing.

You can’t prove it, but all the signs are there—you have major suspicions that your talented employee has a drug or alcohol problem. So as a small or medium business owner, how can you deal with the issue without making false accusations or violating workers’ rights?…

How to Motivate Employees Part 4: Employee Development and Support

If you’ve been following our advice so far, your employees already know that you appreciate the job that they do for you; our final How to Motivate Employees article will help you make sure they know that their careers are important to you as well. It is important to understand your employees’ strengths and areas they want to develop, as well as personal goals they have for their professional development so you can provide them opportunities within their job to work towards these goals.
Help your employees’ development and support them by:

1. Considering Offering Courses

See if you can create funding for an employee to gain additional training through an outside institution.…

How to Motivate Employees Part 2: Clear Job Responsibilities

In Part One of our How to Motivate Employees series, we wrote about the importance of recognizing the hard work of your employees and creating good rewards programs to motivate and reward your employees. This week we’ll discuss how business leaders can reduce employee stress by assigning clear job responsibilities. Job clarity is one of the most important factors in a healthy work environment, and making sure that all of your employees feel as though they understand your vision and strategy will go a long way to reduce any pressure that they feel.

 1. Balancing the Workload

Employees of small and medium businesses are often asked to wear many different hats for the company.…

How to Motivate Employees Part 1: Praise Employee Performance

Leaders may find themselves, from time to time, wondering how to motivate employees. Just as the current economic climate puts pressure on your business’ bottom line, your employees are also feeling the strain.

In a survey of 60,000 Canadian workers, 80 per cent reported they were stressed at work “sometimes to always.” Stress is the largest health-related productivity cost at work, so keeping your employee’s stress levels low not only makes them happier, but helps your company as well.  Your employees’ happiness can spread beyond the walls of your office as well; it can make or break its reputation to job seekers, and clients.…