Lead As If All of Your Employees Are Volunteers

By Kristen Brady

The majority of companies aren’t startups, and even amongst the ones which are, most won’t have IPOs which make the founding talent rich. Many businesses just have staff, which it pays. Therefore, this vesting period often isn’t a problem. Talent, instead, is poached by social networks or recruiters or, heck, talent will take the initiative to discover something better. It’ll happen all year long, each year.

Guess what? As our economy picks up, this process too, will speed up.

Money always will be a factor for some individuals, and no matter what you attempt, some of the most talented performers are going to leave for a better offer financially. You probably can provide someone a 20 percent increase in pay to keep them; you more than likely can’t offer them a repeat amount of IPO riches.

 

However, for the majority of us, money only begins the conversation. It’ll absolutely get our attention. Offer someone too little, and they’ll take it as a slap in the face, or even that you are not serious. You will not get that initial interview.

However, there are so many more critical reasons to want to be employed with a company, and even more to remain with one that we have grown to love!

Team leaders, CEOs, and all people in between: if your employees do not love your company after 4 years of employment (or 4 months, or 4 quarters…), that is on you.

Does your company have the pick of the employee litter? Are your top employees dying to remain on board? If the answer is no, it is not that they are ungrateful, and it is not that your competition is luring them away. It is that, as a leader, you suck.

Act like every employee is a volunteer. Because basically, they are.

Leading Management Solutions is a healthcare management solutions company providing consulting and resources to healthcare managers. Contact us today at (407) 674-1916. Visit our website at www.lmshealthpro.com.

About the Author:

 

Kristen Brady is the founder and owner of Kaboom Social Media, your social media marketing and content specialists! Follow her on Twitter: @kb54927

Successful Employee Incentive Programs

Originally posted on January 28, 2017 at www.lmshealthpro.com.

By Anita Haridat, Ph. D

Within any business, the objective of a rewards system is to motivate employees so that their performance effectiveness can increase over a period of time. In essence, there is an allowance to monitor performance capabilities so that the workers can feel appreciated for the work that is being placed within a business. Furthermore, based on the performance levels of employees, there is a chance to develop a link between the goals that have been set for a company and the way that those goals are being executed by the behavioral parameters of the employees. In essence, the ultimate goal is to create a strong and fulfilling environment where each person can thrive and learn from mistakes as time progresses.
While each business may be different in terms of their rewards systems, most of the factors are relatively similar since the ultimate goal is to create long term rewards for each person that is involved with the company. On a historical level, when a proper rewards system has been established accordingly in a business, there has been a chance for an increase in the equity and revenue stream of the company since employee satisfaction rates are increased which can then stimulate the productivity as well. The following are several steps that can be developed in order to create successful bonus and incentive programs.

Create a Committee Based on Rewards and Employee Recognition

Within the committee, there is a need to ensure that the rewards system is identified, created and then implemented in the proper manner. If there are mistakes, those can be fixed as time progresses, but the analyses portion of the process would be able to eliminate any discrepancies that may possibly exist in order to cause negative factors from taking place.

Identify the Objectives of the Rewards System

If the objectives are not clearly stated initially, there is a chance that disorganization will take place which will create controversy among the business. Furthermore, there is a need to ensure that the entire system is positively correlated with a mission statement that can be followed by all of the employees.

Identify the Selection Criteria

In order for employees to facilitate recognition by the award system, there is a need for management and the committee to develop applicable selection criteria. For this particular company, it would be beneficial if the selection criteria are directly related to the goals and the mission that tends to surround the company.

Reward Nomination/Selection Process

Once the criteria for selection have been established, it is then necessary to nominate the employees and select them accordingly. It should be known that the committee will play a role in ensuring that this process is extensive and that each member has their say with regard to the individuals who will be selected for the rewards

Monitor the System

Within the rewards system that is established, there is a need to monitor the entire processes in order to facilitate proper protocols for the future. Once the entire system has been finalized, the leaders of the company as well as the committee members can take the time to determine the effectiveness of the overall rewards standards so that they can manage each of the departments in an applicable manner.

Leading Management Solutions helps medical practice leaders identify ways to improve operations to increase revenue, employee engagement, and patient satisfaction. Learn more about us at www.lmshealthpro.com.

About the Author:

Anita Haridat has her Ph.D in healthcare/business administration and her master’s degree in clinical nutrition. She has several publications in sources such as EGO Magazine, Natural Awakenings Magazine, Syosset Patch, Our USA Magazine and many more. Her passion for health and wellness has created multiple stepping stones for paving the way of creating a positive well being. Her first book can be found here:

A Ph.D Takes Your B.S to a Whole New Level: Survive Grad School with the Right Mentality

Effective Communication and Emotional Intelligence in the Workplace

Originally published on January 8, 2017 by Orlando Medical News.

What is emotional intelligence and why should we use it in the workplace?

Most people define emotional intelligence as the ability to recognize and understand emotions in yourself and others, and the ability to use this awareness to manage behaviors and relationships.

Typically, there is the implementation of intelligence quotient (IQ) versus emotional quotient (EQ) throughout the use of emotional intelligence. IQ is as follows: Your ability to learn and apply information to skills (e.g., logical reasoning). EQ is as follows: A flexible skill that can be learned (e.g., the ability to type faster).
How does emotional intelligence allow for effective communication?

There is a promotion of the following:

Self-awareness: ability to perceive your own emotions, which helps to understand others in a better manner.

Self-management: ability to use your awareness of emotions to stay flexible so that your behavior is positive.

 

Social awareness: ability to pick up on the emotions of others so that you can play a role towards understanding their behaviors.

How do you use emotional intelligence for effective communication?
The following are some strategies that you can use in order to help you follow through with the use of emotional intelligence within the workplace:
Pay attention to your emotions: Understand what your emotional triggers are. If needed, create a journal and jot down every time you feel sad, angry, happy, etc. You may find a pattern!
Allow for empathy: Try to understand how people are feeling before reacting. Within the workplace, the lack of empathy often creates many problems which can be solved if there was a sense of understanding.
Practice self-regulation: Do you have a boss or co-worker that you would like to tell off? Even if this is the case, it is easy to state what is on our minds without allowing for proper self-awareness. Take a moment to rationalize your thoughts and try not to react in the heat of the moment. The goal is to increase your emotional intelligence, not your enemies!
We all have different personalities, different wants and needs, and different ways of showing our emotions. Navigating through this all takes tact and cleverness – especially if we hope to succeed in life.

Leading Management Solutions helps medical practice leaders identify ways to improve operations to increase revenue, employee engagement, and patient satisfaction. Learn more about us at www.lmshealthpro.com.

 

About the Author:

Anita Haridat has her Ph.D in healthcare/business administration and her master’s degree in clinical nutrition. She has several publications in sources such as EGO Magazine, Natural Awakenings Magazine, Syosset Patch, Our USA Magazine and many more. Her passion for health and wellness has created multiple stepping stones for paving the way of creating a positive well being. Her first book can be found here:

A Ph.D Takes Your B.S to a Whole New Level: Survive Grad School with the Right Mentality
Tags :- employee communication, employee engagement, employee relations, human resources, leadership style, management style