One of the important matters facing businesses today is diversity. A diverse workplace is better equipped to deal with the complexity of a diverse world. Individuals of all genders, races, ages and backgrounds working together within an organization bring strength to the organization and promote unity within the company.
Diversity is more than culture, race, and gender. It also includes elements such as socio-economic background, education level, geographic location, sexual orientation, thought and many others.
A workplace that
promotes inclusiveness recognizes the strengths that individuals can bring to the organization and celebrates the unique ways they contribute to the culture and success of the company’s mission. Managing the diversity within the organization can bring special challenges, however. How can goal setting help everyone within an organization realize their potential for success?
Using goal setting is effective. Programs that teach employees goal-setting techniques allow individuals to set measurable, timely and specific goals that will move them to higher levels of success.
Goal-setting is individualized. While the company has its goals that all employees contribute to, each individual’s job should have its own goals. As a result, each person should have their own goals to work towards, personalized to their tasks and abilities.
Goal-setting is personal. No two people will approach a goal the same way. Teaching the strategies of goal-setting will allow each individual to work on their goal in a way that is most meaningful to them. The goal is the target, but the path to get there will be different based on the individual.
Goal-setting is non-discriminatory. An individual’s goals are directly tied to that person - regardless of age, gender, race or background. Their goals, therefore, will apply to them differently than someone else. Even if two people have the same goal, their approach to reaching the target will be unique.
Using a strategic goal-setting program, companies can encourage everyone in their organization to work towards success, regardless of where they start. By teaching participants the strategies to use in attaining their goals, they can be successful in both their personal and professional lives. In a snowball effect, when individuals are fulfilled, they are more engaged at work. Businesses with engaged employees are more successful than their counterparts with disengaged employees. Put simply, employees who reach their goals help their company reach their goals and everyone benefits.
Are you looking for tools to help individuals realize their potential and support the goals of the business? Contact
My Big Idea™ today to find out how our goal-setting program can help.
Michele Bailey is president and CEO of
Blazing Agency and
My Big Idea®. These two lines of business work congruently to support her clients’ success.
When asked about employee wellness programs, and most business leaders instantly envision weight-loss contests, smoking cessation programs and healthcare meetings.
While it is true that each of these elements are components of a wellness program, an effective plan goes beyond physical health. While most individuals acknowledge that a person’s health is dependent on a multitude of factors, wellness plans often overlook facets other than physical health. Are you ready to recharge your company’s wellness program?
Define your purpose
Wellness programs are often part of employee benefit packages, and are sometimes considered a ‘perk’ of employment. In today’s competitive work environment, employees (and potential employees) may comparison shop benefit packages to decide where they want to pursue employment.
However, people rarely select, stay or leave a job solely based on a company’s wellness program. Instead of focusing on making your wellness program attractive to outsiders, spend time determining the purpose of your program so that it becomes attractive to your employees.
Why do you need a wellness program? Are you concerned about the physical health of your employees? Healthy living components are a vital part of wellness programs. Weight loss programs, smoking cessation training and other health-related activities can have a positive impact on employee health. Don’t limit yourself to physical health, however.
Evaluate your current program
Is it being utilized by employees? What areas can you improve? What do employees ask for? Using both informal (break room conversations are a great way to find out what components people may be looking for) and formal (surveys and polls) methods, find out what would get your current
employees excited about wellness. What additional needs do your employees may have. Do their personal and professional goals line up? Do you offer support for positive mental health? Can you offer training programs that would allow you to meet the personal and professional needs they may have?
Time for a new corporate wellness program?
If your current program doesn’t meet the wellness needs of your employees, it may be time to investigate a new program. If a complete overhaul isn’t possible, consider adding new elements and programs to your existing plan. Look for a program that enables your wellness program to grow as your company evolves. Is your new program concerned with the total wellness of your employees? Do they offer additional components that can be added as needed?
Things to look for:
#1. A program that meets your specific needs. Using the data collected from your employees, look for a program that offers a comprehensive package. Provide your employees with the resources to take control of their wellness.
#2. Modern and relatable programming. Look for programs that can offer relatable and practical information that your employees see as applicable to their life, career and that will help them be successful.
#3. Skills to help navigate their future success. Successful wellness programs are designed to assist your employees in making smart, healthy choices about themselves and their future. Adding goal-setting to your wellness programs can supercharge the effectiveness of your program and equip your employees for success - both personally and professionally.
Contact the professionals at
My Big Idea™ to discover how our program can help your employees succeed.
Michele Bailey is president and CEO of
Blazing Agency and
My Big Idea®. These two lines of business work congruently to support her clients’ success.
Employee engagement is a relatively new term. Coined in 1990 by William Kahn in a paper titled, “Psychological Conditions of Personal Engagement and Disengagement at Work”, he used the phrase to describe the attitudes of employees towards their work. Noticing a lack of motivation among workers, Kahn developed the term to depict the idea of employees who are actively involved at work.
How did the employers of the past handle employee engagement? We took a look at a very famous company with a very famous leader, the Ford Motor Company and Henry Ford to find out what that company did..
Ford Motor Company, established in 1903, is today one of the largest automobile manufacturers in the world. Shortly after the automobile company began, however, it faced what seemed to be an insurmountable problem. At the time, plant workers could expect a wage of $2.25 per day for nine hours of work. The problem? The toll of the work was often more than employees could bear, and Ford’s turnover rate was high. In one year, Ford went through nearly 30,000 employees. His efficient production line kept grinding to a halt, and the process of finding, hiring, and training replacement employees was becoming cost prohibitive. Employees who did show up were lackluster in their efforts and were considered mediocre. Ford was determined to make what he considered an ‘affordable’ car, so the average consumer would be able to buy one. To accomplish this, he needed to keep production costs down and improve employee retainment. In today’s language, he needed to reduce employee turnover and improve employee engagement.
How did Ford accomplish this? The solution is what is now famously referred to as “Ford’s $5 a Day Wage”. Ford looked at what other car manufacturers were paying and determined he should pay more. Over the course of a year, he incrementally increased his worker’s pay by $0.25 and studied the results.
Were the employees more productive? Did they show up to work on time? What positive effect did the increase have on their behaviour? After several months, he created a plan to offer $5 a day pay to employees. This pay was not without conditions. The wage was a mix of both salary and bonuses, and came with the knowledge that they were being paid to be more productive. Employees were expected to behave in a particular manner, even when off the clock. This meant avoiding gambling and drinking, and had to put the time in to learn English (many of the employees were recent immigrants to the USA).
The results were astounding. The year before Ford’s pay raise plan, his plants produced 170,000 automobiles. The year after the increase? They produced 202,000. His employees were engaged like never before. What applications are there from Ford’s example that can be used today? Here are five tips we can learn from Ford’s experience:
Identify Pain Points Ford evaluated the problems his company was facing. They were falling short of his production goals, and he knew the race between car manufacturers was heating up. Ford needed to make changes to his company - and quickly. He identified the most significant hurdle they were facing: keeping skilled workers producing. He tailored a solution to solve the issue of employee turnover. Are you facing employee engagement issues? What is the fundamental problem that is demonstrating a lack of engagement? Where are your pain points?
Make an Incremental Change Rather than rush headfirst into what he assumed would fix the problem, he made slow, incremental changes and studied the effect. Often, business leaders want to throw generalized solutions at a problem and hope something works. They add foosball tables to the breakroom, hoping that the ‘fun perks’ will entice workers to stay, for example. Instead, make small changes toward a solution and evaluate the results before changing something else.
Learn From Your Competitors Ford knew that to keep skilled laborers working in his plants, he needed to pay better than his competitors. He wasn’t interested in paying the highest wages of all, he just wanted to pay substantially more to make clear that he was expecting substantially more from his workers. The lesson for you? Evaluate your company in relation to your competitors. How do you rate? Do you pay competitively? Is your benefits package comparable?
Inform Employees of Your Plan It was no secret that Ford was paying more. He informed employees - and told them why. Be upfront with employees and let them know that you are working to be the best, and want them to be along for the journey.
Pivot as Necessary Ford kept increasing pay until he found a point where it was working. When faced with a problem, he made a change, despite what others in his industry were doing. Don’t be afraid to step outside the box and try something new.
The need for employee engagement hasn’t changed much in the last 100 years. Similar to Ford’s time, businesses today are continuing to face staffing challenges, production issues, and wage wars. Rather than shrinking from the problems, Ford met them head on and was successful. How can you apply the lesson of Ford to your company?
Michele Bailey is president and CEO of
Blazing Agency and
My Big Idea®. These two lines of business work congruently to support her clients’ success.
Today’s workforce is facing an unprecedented challenge. For the first time in history, employees span five different age groups, creating a climate where fresh-faced college grads are teamed with seasoned individuals old enough to be their grandparents. How can you effectively engage employees when they are so vastly different?
As employers focus on cultivating diversity in the workplace, age diversity is often overlooked. The fact is, employees are living and working longer. Employers with a cross-generational workforce may wonder how to deal with such a vast variety of needs. It may require some outside the box thinking, but employee engagement is possible and can bring astonishing success.
Here are four ways to embrace age diversity in your company.
Dismiss the Stereotypes There are some generational stereotypes that make it seem as though there is an uncrossable generation gap. However, a recent study by George Washington University revealed that for all of the hype about generaltional gaps, there aren’t significant characteristics that typify each generation. The core differences between generations can be attributed more to work style differences between older and younger generations than different values. Millennials are often depicted as transient and dissatisfied with their jobs, but comparative research shows that they change jobs less than older generations did at the same age. Older generations are typified by the mindset that they dislike change and are resistant to new methods, but their resistance is based on a lack of knowledge in using new technology more than an unwillingness to change. To successfully engage a diversified generational workforce, treat them as individuals. Rather than focusing on the demographic category your employees fall into, focus on the specific needs of your employees.
Embrace Diversity In nearly every situation, a diverse team can troubleshoot and develop solutions more productively and effectively due to the cross-section of viewpoints presence on the team. When on the same team, older workers bring attention to detail and quality assurance, while younger workers can bring innovation and enthusiasm to the project. The result? A powerful mix of qualities that can lead to success.
Use Mentorship Effectively Much is said about the power of mentoring in professional settings. The purposeful passing along of skills and knowledge to a younger generation is essential to a company’s growth. However, many companies miss the opportunity for ‘reverse mentorship’ where younger workers are given the opportunity to pass along what they know. When used correctly, reverse mentorship provides a chance for older workers to learn how to navigate new technologies while younger workers can benefit from forming a relationship with their more experienced coworkers.
Develop Broad Spectrum Workplace Perks Flexible work schedules are often an association with a ‘millennial mindset’. However, a study shows that while 74% of millennials prioritize a flexible schedule, 94% of baby boomers do as well. Older workers may jump at the chance to flex their work schedules. Rather than showy, fad-based perks (does your office really need a nap room?) look for meaningful ways to meet the needs and desires of all your employees.
Generational diversity can make managing a workforce more challenging. The woman facing retirement has different goals than the kid fresh out of college. Keeping them engaged at work, however, can be managed. Develop a culture where performance and knowledge are valued,and age is acknowledged but not prioritized. Look for meaningful ways to foster collaboration and communication across the generational divides. Your employees may discover they’re more alike than they realized.
Michele Bailey is president and CEO of
Blazing Agency and
My Big Idea®. These two lines of business work congruently to support her clients’ success.
One of the primary indicators of success within your workplace is the culture. It can affect your employee engagement, productivity, profit levels, and more. How can you be sure that your culture is positive? What happens when the leaders at the top become disillusioned about the workplace environment and think it is better than it actually is?
What is a healthy work culture?
Work culture is the attitudes, expectations, beliefs, and priorities that permeate through everything the company does. There is evidence in the type of people who are hired, the standards of behavior within the office, the way employees interact with the public are all evidence of the culture the company possesses. A healthy workplace culture is almost immediately apparent. There is a different feeling in the air that is almost palpable, and everyone in the workplace seems to be focused and motivated.
An unhealthy workplace, in contrast, feels strained. Employees are disengaged and it can sour the entire atmosphere. How can managers be blind to the reality of their workplace? Is it possible to think that things are great when nothing could be farther from the truth? Absolutely.
How do leaders become delusional?
Lack of interaction. One of the primary ways leaders become delusional about the reality of their workplace is by being out of touch. Instead of seeking out opportunities to engage with employees, leaders and managers who keep to themselves are more likely to be uninformed about what is happening within the confines of their business.
Failure to listen. Some leaders inadvertently set themselves up for failure by dismissing concerns employees may have as ‘unimportant’. Others create a nebulous list of things to be dealt with that never make it on the priority list. By failing to listen to what is happening, it is easy to create the mindset that there aren’t any problems in the organization. Employers who practice an ‘open door’ policy and who listen to what employees are saying will be more in tune with what is going on in the culture of the workplace.
Lack of follow-up. When problems arise within an organization, leaders may take corrective steps. However, if they fail to do the follow-up, they have no way of knowing if the solution was effective or not. They may convince themselves that they ‘fixed the problem’ and think everything is fine, when in fact it could be worse.
Culture is about the people within the organization. It’s the way they engage with their coworkers and customers, the drive they have for the corporate mission, and how they see themselves within the organization. It can make or break a business and is one of the critical components that a business leader must concern themselves. Unfortunately, it is also one of the easiest things to ignore and can get out of control quickly. To ensure that you are getting a clear picture of what the authentic culture of your organization may be, spend time in the employee break room. Take employees to lunch, hold town hall meetings, create a specialized email for employee suggestions. Don’t assume that your culture is great - take steps to make sure it is.
Michele Bailey is president and CEO of
Blazing Agency and
My Big Idea®. These two lines of business work congruently to support her clients’ success.
Gratitude may be one of the most overlooked self-improvement methods available. People who deal with depression, health problems and conflict can find relief through the simple act of adding gratitude to their day. How can gratitude help you?
Gratitude improves your physical health. According to a study done in 2012, people who exhibit gratitude report fewer pains and feel healthier than those who don’t. As a result, they take better care of their health by exercising more often and getting regular check-ups. It’s a positive cycle that contributes to better well-being. The more grateful you are, the better you feel. The better you feel, the more grateful you are.
Gratitude improves empathy and reduces aggression. People who show gratitude are more empathetic towards others, even when people may be less than kind in return. There is a distinct reduction in aggression and violence when people practice showing gratitude. It reduces the tendency to lash out in anger and decreases the desire to seek revenge.
Gratitude paves the way for new relationships. The simple act of saying ‘thank you’ to a new acquaintance will make it more likely that they will feel positive about future interactions with you.
By acknowledging the contributions of others, you are giving them the chance to start a long-term relationship that can benefit you both. Say thank you to the stranger who helped pick up your dropped files, the co-worker who holds the door open for you or the sales clerk who helps you find the product you need. It can start small, and it counts.
Gratitude reduces stress. Elevated levels of gratitude have been shown to reduce the amount of cortisol in a person, reducing stress in a powerful way. When individuals are faced with tension, their cortisol levels rise, causing feelings of anxiety and stress.
Respondents who elevated their level of gratitude by listing things they’re thankful for, expressing gratitude to others or considering the ways they’ve been fortunate demonstrate a reduced level of cortisol. According to Dr. Joe Dispenza, this natural process of stress reduction is more powerful than any medication.
Gratitude improves your self-esteem. It has been said that comparison is the thief of joy. When you spend time comparing yourself to others, you often find that don’t measure up. In a world more driven by social media, it is easy to compare your life to the Insta-perfect world presented online and become depressed.
Rather than becoming resentful towards others for what they have, developing a sense of gratitude can help you feel better about what you already have. It downplays your resentment of others and promotes a feeling of appreciation for what others have accomplished.
How can you start to demonstrate gratitude in your life? Put into practice, this could be sending a quick note of thanks to a colleague for their assistance, emailing a vendor to thank them for going out of their way to help with a sale or thanking a customer for their continued business. Showing gratitude can be a powerful tool that improves your own life, as well as the lives of those around you. Who can you thank today?
Michele Bailey is president and CEO of
Blazing Agency and
My Big Idea®. These two lines of business work congruently to support her clients’ success.
