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?

How to talk to an employee about a sensitive issue

How to talk to an employee about a sensitive issueFrom unacceptable hygiene, to harassment and addiction issues, most managers avoid awkward and uncomfortable conversations with employees. If you leave the problem unaddressed, however, it may start to impact the mood, morale and even the productivity of your entire team.

How you should handle a difficult conversation
Stay sensitive

Ease into the topic to give the worker a bit of a heads up. Begin by saying, “I know that this is a difficult topic…,” or, “I don’t want to cause you any embarrassment…,” or, “I’m uncomfortable discussing this but…,” so you don’t come across as if you’re criticizing the employee.…

Effective Leadership: 3 Points to Increase Employee Productivity

As a leader your role is to help people develop, grow and become better employees and not to be their friends. Confusing being liked with being trusted or respected is a classic. Certainly, the more your staff likes you, the easier your job can be. They will be more inclined to talk to you, share their concerns and bring issues to your attention. But when the line between friend and boss is blurred, it can become difficult to make decisions, offer constructive feedback, remain objective and maintain your authority.
Setting boundaries between you and your employees is a balancing act that isn’t easy to achieve.…

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.…

Leading a Healthy Workplace: Part 2

Do you want healthy employees who are more productive, happy and full of energy? As a manager or leader, you not only set an example for your employees, but can also have a great impact on their behaviour.  Creating a healthy work environment starts from the top down. 

Most people don’t usually associate their workplace with good health. In fact, many would probably say their job is the source of many unhealthy habits including a lack of exercise and weight gain—especially as work hours increase and free time becomes more and more of a luxury.

In Part 2 of our “Leading a Healthy Workplace” series, we’re going to talk about boosting productivity by increasing your team’s loyalty to you and to each other.…

Leading a Healthy Workplace: Part 1

Do you want healthy employees who are more productive, happy and full of energy? As a manager or leader, you not only set an example for your employees, but can also have a great impact on their behaviour.  Creating a healthy work environment starts from the top down.

Most people don’t usually associate their workplace with good health. In fact, many would probably say their job is the source of many unhealthy habits including a lack of exercise and weight gain—especially as work hours increase and free time becomes more and more of a luxury.

Learn how to inspire your employees to get healthy and avoid common workplace health hinderers, by following the tips below.…

Employee Communication Part 2: 9 Steps to Turn Feedback into Action

In the old days, hanging a suggestion box in the lunch room was how companies gathered employee input. And while an idea box can still be an effective tool, it may not always generate the type of detailed information you need. It may also prevent you from targeting the conversation toward a certain issue or item of interest.

Ease the flow of information amongst your team, and turn the ideas of your employees into action by:

  1. Meeting regularly. Use regular staff meetings (i.e. weekly or monthly) to gather input on specific topics or issues.
  2. Going out.

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.…