Josephine's Personnel Services, Inc.

How to Fix Barriers of Effective Workplace Communication

August 15th, 2017

Is communication the best it can be in your workplace? The way information is dispersed throughout your office can make a big impact on the morale, employee engagement and the wellness of your team members. Avoiding these common communication issues is a good way to keep the tone in your office positive and productive while ensuring your team members remain happy and committed to their jobs.

Is communication the best it can be in your workplace?

How to Fix Communication Barriers: 4 Tips

  1. Discourage Destructive Office Gossip

Does your office have an anti-gossip policy? Maybe it should. Office gossip is one of the most destructive workplace forces, and has the power to de-motivate your whole team. To avoid it, managers should refrain from participating and spreading gossip about those in the office, and encourage others to do the same. Not only is this in poor taste; it can lead to serious repercussions if you spread untrue statements about an employee. It’s best to stay out of the cliques and let workplace gossip sizzle out on its own.

  1. Ask Your Team for Constructive Feedback

How will you know if there’s room to improve if you don’t ask your team for their feedback? Inquire if there is anything your workers need help with or would like to see around the office, and they are more likely to be motivated and stay engaged. Another way to achieve this is to hold annual employee engagement surveys to get anonymous, honest feedback. Read the rest of this entry »

5 Tips for Writing a Social Media Policy

November 10th, 2015

If you’re looking for ways to protect your company’s reputation online, drafting a social media policy to include in your employee handbook is a good tactic. There are many ways improper social media use can tarnish your brand’s image, but disgruntled employees are one of the most common. Here are five tips for writing a comprehensive social media policy to set reasonable restrictions on your teams’ use of the Internet.

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5 Tips for Writing a Social Media Policy

  1. Read Other Industry Policies

If you’re unsure where to start when drafting a social media policy, an easy way to get on track is to look at other company’s documents. This will help you determine language, set guidelines and figure out what you can mandate, within reason. Read the rest of this entry »

Generations in the Workforce, Part II: Management & Engagement

June 24th, 2014

In a recent study, 39 percent of Americans planned to retire at age 70 or not at all. This used to be unheard of in the workforce as most generations had originally planned to be happily retired no later than age 65. While some say they simply enjoy working, most people have stated their continued presence in the workforce is due to financial reasons. Nevertheless, this new trend has put four generations in the workplace at once and management is struggling to keep everyone engaged.

When it comes to the management of multiple generations, Deloitte recommends these five guiding principles: management of generations

  1. Embrace flexibility
  2. Foster collaboration
  3. Provide technology
  4. Develop talent
  5. Establish methods of evaluation

Now let’s take a look at specific tactics that can be used at each level to fully engage, motivate and correctly manage each of these generations.

TRADITIONALISTS

Born during the hard times of the Great Depression, members of this generation are often deemed inflexible because of their hard working attitudes and traditional ways. Praise and recognize them for their hard work verbally and publicly. They will not respond well to shout-outs via social media or a flexible working schedule. This generation also doesn’t need to be micro-managed but does expect their manager to be on top of things and correctly inform them of expectations.  Read the rest of this entry »

Managing the Multigenerational WorkForce: Part 1

June 18th, 2014

For the first time in history, four generations make up today’s workforce. Working side by side with generational differences can be a management nightmare, but it doesn’t have to be. While the 50-year age difference between a businesses’ youngest and oldest employee may seem like an unbridgeable gap, the truth is that a stable and long-lasting bridge can be built, as well as make a positive dent on company culture.  multigenerational workforce

To correctly and effectively manage these different generations under one roof, it’s important to know the values, behaviors and motivations that each of the age groups possess. To start our series off about multigenerational management, we’ll first examine these differences. The four generations that make up today’s workforce are as follows:

Traditionalists – Born between 1927 and 1945
Baby Boomers – Born between 1946 and 1964
Generation X – Born between 1965 and early 1980s
Millennials – Born between early 1980s and 1996  Read the rest of this entry »

Leadership Skills Management, Part III: Being the “Bad Guy”

June 3rd, 2014

If you’ve followed our leadership skills series, we hope that you’ve been able to transform your management approach to become an effective leader in your work place, and also in everyday life. In the final part of our leadership skills management series, we take a look at leadership at its most difficult points.

Unfortunately, being in a management role isn’t easy. Sometimes, you have to do the thing that’s best for the team, even when it comes with some harsh looks.

1. Decision Makingmanagement

While you may have the best view from sitting on the fence, a lack of decision making skills won’t score you any points in the management department. Teams need someone who will push for results and make the decisions necessary to reach success. “This skill enables the manager to anticipate problems before they arise and prompts him/her to gather information from multiple sources, evaluate the entire situation in consultation with his/her team mates and then make a sound decision,” says Gabby Bugwadia in her article, Ten Skills Every Manager Should Possess. If you procrastinate and constantly try to please everyone, you will not complete a project. As you develop your leadership skills, you will discover that the decisions you make will not always be the right ones, and that’s okay, it’s a learning process.  Read the rest of this entry »

Leadership in Management Series, Part II: Team Building

May 27th, 2014

We began our leadership in management series last week by introducing three skills that every manager should have. This week, we continue the lessons in leadership, particularly in the area of team building.

As any good manager would know, leadership is about coaching a team to work together and produce results that take the leader out of the spotlight. As Sam Walton says, “Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.”  leadership

4 Leadership Skills to Create Successful Team Building

1. Be a developer, not a fixer.

It is not a leader’s job to fix anyone. Instead, use leadership as a way to develop and facilitate the learning process of the individuals on the team. Identify the team’s strongest assets and place members in those positions they are most fit for. Sure, it may take some coaching and patience, but it is the manager’s job to propel an individual forward and let them discover their talents. It is the development that will most prove how strong the team is. Read the rest of this entry »

10 Leadership Management Skills Every Manager Should Know: Part 1

May 20th, 2014

Being an effective manager is not a skill that is learned overnight. Expert leadership and management skills are developed over time and through a lot of trial and error. However, once a manager does reach this legendary skill level, the job becomes less about managing other people and more about working as a team to succeed. After all, true leadership is when the attention is not focused on the leader, but instead when the team says, “We did it ourselves.” 11

Because these ten management skills are so important and we want to be thorough, we’ve split this series into three parts to review a few skills at a time. Be sure to take a minute and examine each skill; we’d love to hear your thoughts!

1. Leave your ego at the door. 

Leadership and management is not a role for those with big egos. If you are continuously trying to leave your personal hand print on a project when someone else’s would be a better fit, you are dooming the team and failing them. Instead, cultivate your team based off of the best talent you have and make sure to spotlight and recognize that member when it’s appropriate. According to Computer Weekly columnist Kayleigh Bateman, “It is vital that talent spotting and development are treated as a top priority… Managers shouldn’t rush to look for external options as their next leaders could be right next to them.” Instead of being a team with the leadership of one, be a group of strong leaders that has an edge.  Read the rest of this entry »

Work Bonuses and Your Employees

November 27th, 2012

It’s that time of year again, Christmas carols are played at  stores and the smell of pine trees and cinnamon fills the air. It is also the time of year when employees start thinking about a potential end of the year or holiday bonus. Nowadays fewer and fewer companies are handing out holiday bonuses. But what can you do to let your employees know they are appreciated even if your company cannot afford giving out holiday bonuses? Read the rest of this entry »