Category Archives: Leadership
September 25, 2019 Loyalty starts with you.
Last week’s post had to do with retaining young workers through competitive wages and benefits, combating boredom, and demonstrating your trust in them by giving them a high degree of autonomy. This week, we’ll focus on YOU, and how you can set an example of healthy company loyalty.
First of all, let me clarify that this post is geared toward leaders, which could potentially be anyone and everyone. Even if you’re not a manager or supervisor, you might lead a team, spearhead a project, or be the go-to person at the office for ideas. Whatever your specific brand of leadership, know that you have influence (often more influence than you might realize).
How does your leadership tie into loyalty?
You have the power to influence the tone of the office. Instead of contributing to an environment of whining, complaining, and gossip, focus on being an optimistic problem-solver.
If you don’t necessarily agree with a company policy, don’t trash talk the decision-makers. Instead, take a constructive approach. Ask yourself what you can do to either A) work within the system to make a positive change OR B) put together a case to show why the policy doesn’t work. Either way, you’ll accomplish more than you would if you simply complained behind the decision-makers’ backs.
Another thing you, as a leader, can do to foster loyalty is be inclusive. How long do you think a person will last at the company if they’re constantly feeling like an outsider? Or if they think they don’t have a voice? Include others by asking for their thoughts and opinions, consulting them during meetings, and looping them in on relevant decisions. When they share their thoughts, make sure to actually listen and give them the careful consideration they deserve.
Finally, show appreciation. Too often, we neglect to give praise when praise is due. If you notice someone going above and beyond their duties, say thank you or give them a hand-written thank you note. Make sure your gratitude is genuine, and give it freely. It is simple gestures like these that will help others feel valued and appreciated. It could make all the difference.
For more, please feel free to take a look at my brief video on demonstrating loyalty:
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.
Tags: leadership skills, leadership tips, loyal leader, loyal manager, loyalty in leadership, margaret smith leadership, Margaret Smith professional speaker, show gratitude
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- Posted under Better Business, Leadership
September 18, 2019 Why do young workers quit? (And how to retain them)
I often hear people complaining about the “new generation” of workers as being disloyal to the company. They change jobs like gym shorts, and can’t commit to a single business for more than a few years. While that may be true, have you ever stopped to think about WHY that’s the case?
1. Stagnant Wages
For many young and not-so-young (the oldest Millennials are approaching 40 now) people, the workplace landscape is MUCH different than it was when Boomers and Gen Xers began their careers. Wages have stagnated and benefits aren’t what they used to be. In many cases, the only way to get a raise is to negotiate one by switching jobs.
Solution?
Make sure your business is competitive. Offer fair wages, and regularly give raises to account for cost-of-living increases. In addition, make sure your list of benefits is attractive and competitive in the industry.
2. Boredom
“But what about their short attention spans!?” you might say. “We can’t seem to capture their interest.”
Sure, job boredom may play a role in Millennial job-hopping, but this is often a preventable woe. If more than one or two of your staff seem bored or distracted, it’s probable that there’s something systemic going on. It may be that…
- They are not well-suited for their role
- They are so efficient that they complete their workload much faster than previous generations of workers
- They have checked out because they feel like they don’t fit in in the workplace
- They have checked out because they don’t think they have a voice
Solution?
In all these scenarios, communication can help prevent boredom. Regularly check in with your staff and make sure they are feeling engaged and supported. Give them the space to express how they are feeling and vocalize what they’d like to see changed. Then, work with them to strategize ways to make positive changes.
If your young workers are checking out because they feel like they don’t fit in, counter that by encouraging team-building workshops (consider Insights Discovery as a starting point), after-work outings, or collaborative projects. Pay attention and make sure your seasoned workers are giving the newer workers a voice.
3. Lack of Freedom
Nobody likes it when others look over their shoulders to supervise their work. It conjures images of elementary school, when teachers had to keep a classroom of rambunctious youngsters in line in addition to teaching multiplication tables. Such treatment in the workplace could induce anxiety and the feeling of being hemmed in. No one works well under that kind of pressure.
Solution?
Your staff are not elementary children and should not be treated as such. It’s a good idea to demonstrate trust in your team by giving them a long leash when it comes to projects, minimizing your involvement, and being open to different styles of working and different solutions.
Another thing: consider allowing your staff to occasionally work from home. We live in a time where technology enables many people to work remotely on at least some of their projects. As long as the work is being done, who cares if they work in their pajamas?
If you have a retention problem, ask yourself if any (or all!) of these three factors are coming into play, and then DO something! I’m here to help.
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.
Tags: bored workers, Margaret Smith business coach, margaret smith career coach, millennials and disloyalty, millennials and loyalty, retain millennials, retain young workers, workplace loyalty
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- Posted under Better Business, Communication, Leadership
August 14, 2019 Want to be successful? Do the tough stuff.
You can dream of success and plan all you want, but at some point, the rubber has to meet the road. Your success will ultimately be built on actions, not wishes and dreams. The most successful people in the world not only have a strong vision of where they want to go, but the willpower and drive to get there. And that’s just it: to become exceptionally successful, you have to work exceptionally hard.
Beyond working hard, successful people often have to do what others will flat-out refuse to do. They’re the ones who are getting up early and working on writing their book. Or making cold calls to people who could help on their journey. Or investing in themselves by attending workshops or seeking coaching in order to better define their path. Or reading books and conducting research in their spare time to learn and improve.
This is the “tough stuff” most people refuse to do. It takes sacrifice and drive to, for instance, read a leadership book instead of turning on the television and zoning out. It takes dedication to wake up an hour early every morning and work on whatever you need to do to achieve your dream.
The “tough stuff” may take you out of your comfort zone (networking, cold calls, learning new skills, etc.). It may make you stretch yourself and adapt to new situations as best you can. That’s part of the process. If you’re not okay with a little risk and discomfort, you’re not likely to achieve major success. Risk comes with the territory (as long as it’s risk with a purpose—risk for risk’s sake isn’t going to do anyone any good).
Start with a solid vision of the future, create a plan, then dive into the tough stuff! Ask yourself:
- Am I willing to make sacrifices to reach my goals?
- Am I okay with a certain amount of discomfort?
- Am I ready to learn whatever new skills are necessary?
- Am I willing to accept I will encounter opposition? And do I have the courage and tenacity to face that opposition head-on?
- Am I willing to take action and work for my dreams?
If you answered yes to these questions, you are in the right mindset to take on the tough stuff and achieve your success. Let that mindset drive you forward to dream, plan, and DO.
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.
Tags: #1 key to success, do tough stuff, hard work and success, Keys To Success, Margaret Smith business coach, Margaret Smith Twin Cities, secret to success, success is not an accident, success through hard work
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- Posted under Advice from a Life Coach, Changing Your Life, Leadership
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