Leadership Risks Worth Taking

Safe, predictable, tried and true – while these words might put your mind at ease, stepping out of your comfort zone and trying something a little risky can pay off in a big way.

In business, there are times when you need to make a bold move and times when playing it safe is the right course. The key is learning which risks are worth the gamble.

Trust Your Employees. Some leaders fear giving employees too much freedom. Instead, they micromanage every task to prevent employees from ever making mistakes. For perfectionist managers, letting go of control is scary. If you struggle with delegating, step back, and evaluate how that affects your team.

According to the American Management Association, micromanaging discourages employees and kills creativity. Show some faith, and give your team a longer leash. If they fail, that’s okay. Resist the urge to reclaim control. Instead, let them grow in their roles. Taking chances on your team will lighten your load and empower your employees.

Give Credit. No manager is an island. Some leaders, however, seem to forget this notion whenever the boss or a top client is within earshot. They worry acknowledging others’ contributions will damage their reputation. But in reality, people value humble, team-oriented leaders over those who claim to do it all on their own.

While it’s great to compliment employees one-on-one, private remarks can’t replace public recognition. When team members play a significant role in making a project succeed, make sure you openly acknowledge their efforts.

Say “No.” Savvy leaders understand that sometimes “no” is the best answer – even when the pressure’s on to give the green light. Whether that means turning down a project or passing up a promotion, the ability to say “no” at the right times is just as important as knowing when to say “yes.”

Accepting every request that comes your way doesn’t do anyone a service – least of all you. Knowing your limits and understanding what’s right for you will prevent distractions from bogging you down. Take a risk, and say “no” when the time’s right – others will appreciate your honesty and your ability to take a stand.

Try Something New. “That’s the way we’ve always done things.” Who hasn’t heard this mantra repeated in the boardrooms and cubicles of their organization? Just because the ‘same old, same old’ is what people are comfortable with, doesn’t mean it’s the most effective way to get things done.

In a new book called, Buy-In: Saving Your Good Idea from Getting Shot Down, the authors discuss how naysayers can keep great ideas from ever launching. Imagine what the world would be like if leaders and inventors like Alexander Graham Bell or Henry Ford hadn’t pushed to see their visions become realities. We might still be relying on telegraphs and riding in horse-drawn carriages, respectively.

Successful managers know when to take chances and when to play it safe. Taking risks to courageously lead the pack is exactly the sort of thing top leaders are renowned for. So, step out of your comfort zone, and challenge the status quo.

The One Thing That Will Break You

Successful businesses must have engaged employees in order to stay ahead of the competition, keep their product or service innovative, and retain customers. Keeping employees motivated and engaged involves many elements, many of which are on the department level and left up to each supervising manager. But there is one element that, if lacking, will break down a team and damage a business faster than anything else – respect for the leader.

Certainly respect for the overall company, its goals, and its executive leadership is important, but good employees can often overlook inconsistencies in those areas if they respect their direct supervisor. If that one person who directs their work on a daily basis and is responsible for motivating their team is worthy of admiration, then according to studies from Monster, Yahoo, Salary.com, and the National Education Association, employees will be more likely to stay with the company and feel engaged at work. Unfortunately for leaders, though, respect is not something that comes on demand or can be bought with raises – it requires work and time.

Earn It With Effort

Employees know when they’re being used and poorly led. Sure, there are some perks that come with a leadership role, but if you repeatedly slack off, pass your duties on to your team, or cover up your mistakes, your team will have no desire to help you succeed. Respect is earned, which means showing your team you are dedicated to them and their cause, even if that requires you to work some late nights, take on the tough assignments, or admit when you are wrong.

Give It Time

Whether you’re leading a new team or trying to repair damage from your past leadership mistakes, real respect does not come quickly. Sure, there are some instances where you can make a leap in the right direction, but it will take your team seeing you consistently make the right choices in order to invoke that deep-held respect given to history’s finest leaders. And, keep in mind, if your employees already lack respect for you, it will take longer to rebuild that trust and admiration.

Respect – either you have it or you don’t. The great news is that it’s completely in your control, but the road to earning respect is straight, narrow, and often the path less-taken. In the long run, your effort and time will be worth it as you see your team rally to your side, fight for you, and support you no matter what.

It’s National Staffing Employee Week

By Jared Brox

This is National Staffing Employee Week in theU.S.The American Staffing Association (ASA) sets aside a week each year to honor the more than 2.5 million men and women who make upAmerica’s temporary and contract workforce.

To help better understand the contributions staffing employees and staffing companies make to businesses across the country in multiple industries, check out these statistics provided by the ASA.

• 2.58 million people are employed by staffing companies every business day.
• 9.7 million temporary and contract employees are hired byU.S.staffing firms over the course of a year.
• 79% of staffing employees work full time, virtually the same as the rest of the workforce.

The staffing industry offers flexibility to both employees and businesses:

• 66% of staffing employees say flexible work time is important to them.
• 64% of staffing employees report that their work gives them the scheduling flexibility and thetime for family that they desire.
• 90% of client businesses say staffing companies give them the flexibility to keep fully staffed during busy times.

Temporary and contract work provides a path to full-time employment:

• 88% of staffing employees say temporary or contract work made them more employable.
• 77% of staffing employees say it’s a good way to obtain a permanent job.
• 80% of staffing clients say staffing firms offer a good way to find people who can become permanent employees.
• 65% of staffing employees say they developed new or improved work skills through their assignments.
• 40% of staffing employees say they choose temporary or contract work to obtain employment experience or job training.

Staffing employees have positive views about their temporary or contract job experiences:

• Eight out of 10 temporary and contract employees work full time, about the same proportion as the overallU.S.work force.
• The number one reason staffing employees cite for choosing temporary or contract work was to get a permanent job.
• Flexibility and work experience were also ranked high.

As you can see, staffing agencies are an integral part of the American workforce and Express Employee Professionals is proud to be a part of the industry.

Three Lessons All Leaders Need to Know

Being a leader isn’t always easy. In all honesty, it never is. Even natural born leaders have to work at it every day. There are an infinite number of projects and issues to juggle and manage better, and they’re always changing. But you can inspire, strengthen, and lead your team to help manage the changes and challenges you face together with these three tips from two men who were meant to lead, best-selling authors Patrick Lencioni and Ken Blanchard.

Find sources of inspiration outside of work. As a leader, the task of motivating and inspiring your team and company often falls to you. In fact, achieving that task is what makes you a leader. John Quincy Adams once said, “If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.”

Leaders create the vision for the future of their team and their company. And, they determine the strategy to reach it. But, establishing a vision your employees will follow requires inspiration. The distractions and complications of the workplace – even work itself – can make it easy to overlook your own need to be inspired. So, you must find time each week to refuel and find inspiration outside of your company’s doors. Whether it’s a hobby, a seminar, a mentor, or simply time with your family, you need an outlet to best lead your team.

Not sure where to start? See what national best-selling author Patrick Lencioni had to say about the realities of leading others and learn seven sources that will inspire greatness in any leader.

Manage change. Last year plainly demonstrated to millions of companies and their employees the truth that in both life and business nothing ever stays the same for long. The world is a changing place. The way we do business changes. Your customers change. Your employees change. And, even you change.

Change is inevitable. It’s constantly occurring, and you cannot stop it. Often, change is necessary. And, sometimes you must create it in order to meet your clients’, customers’, and even your employees’ needs. Whether change is spontaneous or designed, you should never ignore it. For successful change, you have to know where you’re going, and you must learn to manage change. Read best selling author Ken Blanchard’s insights on change management, to help you stay ahead of the curve and provide your team with the innovation and solutions they need during times of change.

Understand the importance of team building. Your team can be one of your greatest assets. A good team is the foundation of every company’s success. So, building a better team is important to accomplishing the goals and vision of your company, and a solid team is critical to the future of your business. From having open and honest conversations about the strengths and weaknesses of your team to defining what’s best for the company, there’s a lot that goes into great team building. Don’t just keep getting by with your team’s current capabilities. Get ahead by strengthening your staff to build a better team. Start with this advice from Patrick Lencioni.

Maybe you were born to lead, and you know it. You’ve planned, studied, and trained for it. Or, maybe you’re an unintentional leader who humbly happened upon your position of leadership, and you’re just taking it one day at a time. No matter how you got where you are or how long you’ve been there, your team looks to you to provide them with guidance and support. So, find your own inspiration, so you can inspire them. Manage the changes your team faces to create an environment that employees are excited to work for. And, strengthen your staff to ensure the success of your vision, as well as the goals of your team members.

Are You Forgetting This One Thing?

By Brie Hobbs

As a company leader, you’ve probably heard, read and thought a lot about reengaging your employees lately. But, as you juggle a hectic workday and the challenges that come with managing your staff, you may not have had time to stop and think about your own engagement at work.

In the wake of the recession, many businesses have been struggling to boost employee morale and are now concerned with retaining their top talent. You’ve experienced the same frustrations your employees have about doing more with less. But, where most employees are focused on how difficult decisions or circumstances impact their own lives, you have to worry about how those decisions and circumstances impact your entire team. You aren’t just concerned with your time-management and productivity. ou have to worry about your employees’ too. And all of that can be a lot to handle.

If you haven’t had a chance to take stock of your engagement but you’re worried about your employees’, now may be the perfect time to do just that. When your morale is low, it can be hard to find ways to improve your team’s spirit. Plus, chances are the stress and frustrations you feel are contributing to their disengagement.

So as you look for ways to improve employee engagement, take a step back and look at your own first. What changes can you make to your attitude, processes, workload, and environment? Your engagement is just as important as your employees, and it can have a broad impact on the whole team.

Five Questions to Ask in an Exit Interview

By Ashlie Turley

When an employee quits, it always adds more stress to your workplace, even if you’re glad to see them go. But, in the hustle of wrapping up projects, shifting duties, and searching for a replacement, don’t miss out on the opportunity to glean what could be the most honest feedback you’ve ever gotten from an employee. Exit interviews offer you the chance to learn what your workers really think of your business and its practices, and while it is too late to stop that particular employee from leaving, it does arm you with the information you need to increase the retention of your remaining staff.

Check out these five, must-ask questions to maximize your exit interviews and the information you garner from them.

What is your reason for leaving?

Basic as it sounds, you’ve got to start somewhere, and this is the best place to begin. Most likely you’ll receive a pretty basic answer such as better pay or more opportunities, but don’t discount what the interviewee says. As you talk with the exiting employee, you’ll be able to use their initial response as a benchmark to judge their other answers. And, you really do want, and need, to know why they’re leaving since employee turnover is on the rise and costing employers in productivity and profitability.

 Could your departure have been avoided?

Another reason you should conduct exit interviews is in an effort to learn of and address any harassment, discrimination, or retaliations taking place in the workplace. Their response may help you dig deeper into their reason for leaving and ensure there is no hidden causes that they’re afraid to talk about. It will also give you steps to take in order to hopefully stop other employees from leaving in the future.

What will your new position offer that your current one didn’t?

As the turnover battle heats up, you have to know what your competition is offering that you’re not. Certainly, there will be benefits or perks that you can’t offer due to financial or cultural reasons. But, at least you’ll know what you’re up against, and may even be able to make a few adjustments. For instance, you might not be able to offer a 36-hour work week, but you could offer a flexible work schedule of four 10-hour days.

What are we doing right?

This conversation shouldn’t be completely focused on bashing your company. You also want to hear what you’re doing right so you’re able to recognize your team’s strengths and can play off them as you work to retain other staff members and attract new employees. Most likely, every departing worker won’t give the same answer, but you’re goal is to look for and recognize patterns in their answers, both in what they do like and what they don’t.

Would you recommend this company to a friend?

This is a final shot at uncovering the employee’s reason for leaving, as well as how deep grievances run. There will always be turnover within every company, and some employees truly do leave on good terms, so this will provide insight into where they stand. If someone isn’t willing to recommend your business to a friend looking for work, there really is a problem that needs your attention.

Having that final conversation with a departing employee can be awkward, but don’t miss out on your chance to better your team and business. You might be surprised at how insightful, and helpful, the feedback could prove to be.

How to Build Morale in 5 Quick Minutes a Day

Morale is a big problem in today’s workplace. In a recent survey by Express Employment Professionals of more than 15,000 company leaders, 42 percent of respondents have noticed a drop in morale this year. That’s almost half, and that number doesn’t even include those leaders who are out of touch with their employees and don’t know morale is even an issue.

But handling the current morale crisis doesn’t have to be hard, expensive or time consuming. It simply requires consistency, dedication and communication. Take five minutes each day and try implementing these three morale boosters.

Take time to say hello.
Make the rounds each morning and greet all your employees. Taking a few minutes to inquire about how someone is doing or asking about their evening or weekend goes a long way to lift spirits. Your team will feel like you care about them as people, and you’ll stay connected with your employees.

Give praise when praise is due.
When you see a project done well, or if you hear someone praise a specific product, make sure to acknowledge the success. Based on your personality and the personality of the employee, praise them in person, in a hand-written note or in a short email blast to your entire team. Everyone benefits from sincere praise, and nothing brings on a smile better than heartfelt kudos!

Keep everyone focused on the goal.
As new projects are assigned throughout your team, confirm the objective of each task. Is the goal to increase sales, disperse information or please the customer? A key factor in maintaining high morale is ensuring everyone knows what role they play on the team and how they fit into the big picture. This is a must-have for employees to be engaged!

Low morale is going to be a major workplace battle in 2011. Unchecked, it can lead to lost productivity and an increase in turnover. Don’t let it infiltrate your team. Taking a few minutes each day to communicate with your employees will save you and your business from problems down the road!