Providing patients with quality healthcare and protecting hospitals from litigation at the same time is no easy feat. Unfortunately, cyber security is one of the most pressing issues health leaders face in 2018. For years, healthcare organizations big and small have fallen victim to data breaches. While not many were even close to the scale of the 2015 breach of Anthem Inc. that compromised nearly 80 million records, breaches in the industry continue. In 2017, only a few breaches affected more than one million records, and overall, breaches dropped 347% year over year.
These promising figures, however, don’t mean healthcare leaders can stop making cyber security a priority. 89% of healthcare organizations have had at least one breach affecting patient records in the last two years. Each breach costs organizations an average of $2.2 million, and damages the organization’s reputation. Healthcare organizations shelter very sensitive information that can be used to steal patients’ identities.
Cybercriminals are always looking for new ways to get past hospital defenses, and leaders need to be constantly attuned to the trends and best practices of the industry. One promising technology that has emerged in the last few years could help health leaders ensure patient protection and HIPAA compliance: the blockchain. But what is the blockchain, and can it really help make hospital data more secure?
What is Blockchain Technology?
Most databases involve a central storage location for data. The data can be copied, and there is always the risk that the central data storage location will become compromised. The blockchain, however, is decentralized. Essentially, it’s a public, distributed “ledger” that is made up of “blocks” of information that are added to whenever someone in the network makes a change. Because there is a record of every transaction and there is no central point for attack, it’s harder for cybercriminals to compromise the system.
The blockchain wasn’t originally intended to shake up the cybersecurity world. In fact, it was created to support the world’s first cryptocurrency (decentralized digital currency), bitcoin, in 2008. Since then, bitcoin has seen massive growth—in July of 2015, the price of each bitcoin was $280. By December 2017, it had reached $17,000 per coin. This explosive growth has helped popularize the blockchain technology on which it is built, and has caused security experts to consider the technology as a possibility for protecting data in other industries. Today, there are many new blockchain startups tackling security problems using this powerful technology.
Why is Blockchain Technology More Secure?
One of the biggest benefits of blockchain technology in cybersecurity is transparency. Since the record is public (not that it is public in the conventional sense, but that it is not stored and controlled in one location), it’s easy to trace anomalies that could signal a data breach. The system will actually search out and identify an anomalous block, removing the block from the chain and protecting the rest of the data. It’s nearly impossible to compromise the blockchain without taking out every node in the network all at once.
Centralized systems are only as secure as the passwords used to protect them—and those passwords can be pretty weak. We don’t want to remember a large number of obscure passwords, and it’s unrealistic to expect hospital employees to all be diligent about creating difficult-to-hack passwords. Once compromised, a centralized system may hide a breach for months, until it is finally discovered. By that point, the cybercriminals responsible have ample time to get what they want from the database.
Patient Privacy and the Cost of Data Breaches Create Urgency for Better Security Solutions
Of course, one of the most important reasons to prioritize cybersecurity is patient privacy and ensure your organization’s compliance with HIPAA. Because of the enormous breaches that have occurred in the last few years, patients are a little more leery of sharing their personal information. In 2013, 66% of patients felt comfortable sharing their health information to get better care. By 2016, that had flipped dramatically—87% of patients were NOT comfortable sharing their health information. That demonstrates an enormous drop in trust—and it shows that the industry needs to earn that trust back. In addition, more medical technology is relying on organization-wide networks, which gather patient data and must be protected.
Besides patient privacy, leaders need to consider new options for cybersecurity for financial reasons. Small healthcare organizations can’t afford to cope with an expensive data breach. Large institutions could be using money spent on mitigating damage elsewhere—such as developing vital programs and providing better care. The financial industry is already starting to recognize the power of blockchain technology in security. Health leaders would do well to consider making the switch as well—and soon.
Leadership can influence efficient work and performance in an organization. For leadership to boost success in the organization, it needs to meet the mission, vision, and objectives of the company as well as an intrinsic drive to do what is best for the employees and the organization overall. The societal view of career success is a high paying position that calls for respect by fellow contemporaries. In the following article we will identify key leadership skills for career success. Leaders must possess specific attributes like human, technical and cognitive skills that will succor in achieving the intended goals towards their career.
The critical leadership skills are:
Practical communication skills are salient in building a rapport within the workplace. Fostering trust is one way of advancing career-wise since it creates alignment and executing strategy. The culture of openness augments innovation, problem identification, and productivity. According to Jeff Hawks, Director of Communications at SolidEssay, communication is a two-way interaction strategy that should flow freely in both good and challenging times since the message that is conveyed should meet the objectives of the organization. Non-verbal cues such as eye contact and showing up late for a meeting may relay information that is self-handicapping to the leader, hindering their chance to establish career-wise. Non-verbal communication should be synonymous with verbal messages for effective communication.
Communication is instrumental in ameliorating the morale of the workforce because they will be motivated to give meaningful feedback and requirements necessary to boost the career of the leader and ultimately the success of the organization. Depending on the problem that is identified, communication can provide alternative courses of action necessary in the decision-making process. Active listening in a leader is showcased when they implement suggestions and complaints that are made by the workforce. When they do so, the rest of the organization notices that the leader is adept at their skills and this creates an affinity with management that promotes a successful career.
One of the fundamental aspects of a leader is the ability to adapt to various situations and circumstances as far as their job in an organizational team is concerned. In most cases, a leader experiences changes in expectations, behavior, or even performances of the subjects. In such situations, a leader is expected to act accordingly in ensuring that they address the various unique needs of the circumstance at hand. Flexibility ensures that a leader is able to deal not only with situations during normal times but also when difficult and unprecedented occurrences occur in a given setting.
A good leader is one that is aware and up to date to various technological changes in the line of their work, and as such would have the ability to employ the contemporary technology to optimize the outcomes.
Capability to make decisions
One of the critical components of organizational and career success, it is the ability to make the right and relevant resolutions. As noted by Samantha Jenkins, Head of HR department at ConfidentWriters, leaders must have the capability, in the context of any situation in an organization to make decisions that optimize the outcomes of a given scenario at that particular time. They are supposed to utilize an array of approaches including analytics such as Decision Support Systems (DSS) and base their decisions, not only on intuition but also deductions from analysis and fact. Leaders find themselves in situations where they have to make difficult decisions especially on competing needs in an organization or conflicting decisions paths. In such circumstances, it is critical that a leader remains objective, and as much as human judgments might play an important role, a leader must be able to set equilibrium between facts and opinion in the best interest of the organization.
Being able to adapt to the ubiquitous technological changes, and tackling challenges of the organization, proves the leader’s ability to collaborate, communicate, learn and listen. The article comprehensively describes the essential vital ingredients that management and business owners use to boost the career of various organizational leaders. Multiple skills like empathy, time management, transferable skills, and training and development are required to complement the overall abilities of the leader. Having the edge over competitors means utilizing useful leadership skills.
Paul Bates is a speaker primarily focusing on leadership. He currently teaches, trains, and coaches on leadership and entrepreneurship in San Diego, California.
The internet is woven into the very fabric of how we live our lives. You can’t walk anywhere without seeing someone looking at their phone, updating their relationship status, snapping and sharing photos, messaging and watching videos. Did you know that in 2013, 500 million photos were uploaded and shared each day across social media platforms, or that 100 minutes of video content is uploaded each minute to YouTube?
People are using the internet to stay connected not just with friends, loved ones, and colleagues; they’re using the internet (namely social media) to even connect with companies, brands, news outlets, and even government officials.
Businesses on Social Media
Companies and brands are especially taking to these social media platforms and they’re positioning themselves as thought leaders. Those who call themselves a thought leader will have a connection to their followers because they strive to “provide the best and deepest answers to [their] customers’ biggest questions, in the formats your audience likes to consume.”
Now, this isn’t like the fun quips from the Wendy’s Twitter account where they both advertise their food, but also roast competitors and even some customers! We’re talking about those companies like Jeffree Starr or Makeup Geek Marlena Stell who are business owners (both make makeup products) who use their social media to promote their products, review other companies, and really show off their knowledge of their respective niches.
In today’s age, companies use social media as another way to reach out to their consumers. It’s content marketing at its finest. It doesn’t matter what goods or services you provide, you can utilize social media.
For the longest time, the only way businesses could advertise was on television, the radio, newspapers and the like. Advertisements like those cost a pretty penny and local or small businesses may not have the budget for it. However, with social media, you can reach a much larger audience for a lot less.
The beauty of social media is the content you create can be liked, shared, and discussed among the community. If the company creates good content that’s worth sharing and being liked, that’s free advertisement! If the company is running a sale or promotion or they want to expand their audience, they can pay the platform to promote a particular post for x-amount of time to x-amount of people – which is quite effective.
When social media is used effectively it has a lot of upside, but what happens when companies or thought leaders use social media and it backfires?
The Hazards of Social Media
Thought leadership is a way to increase your reputation with the public, increase sales, brand affinity and equity. It can generate leads that will drive your sales cycles and improve sales. Some companies are using social media very well and it shows. There are other companies who failed at social media and had to do some serious back peddling to gain get back in their consumers good graces.
Social media can play a damning role in the kind of business you attract. This is especially true for investment firms – about 33% of adults have questioned financial advisors and investment firms because of the information they found on social media; 70% of wealthy investors have even gone so far as reallocating investments, or changing their relationship with their investment provider because of something they found on social media.
Social media has a way of affecting the credibility of a business, especially when people go to the business’ Facebook page and post complaints, talk about negative experiences, or general concerns. An example of this is Purple Mattress and the public outcry as a result of the powder residue in the mattress. The company didn’t disclose what the white powder was, or if it was toxic. Granted, the issue with Purple has cleared up, but that drama tends to stick in the back of consumers minds when considering a future purchase.
Social media is a big game changer in the way businesses cultivate and engage with their audience. Social media can be a double edged sword at times. While it could be used to reinvent or reinvigorate an old campaign or company, social media can also serve as a sounding board for disgruntled consumers. In our opinion though, becoming a thought leader on social media is incredibly valuable – you just have to have great content and know how to roll with the punches, or in the worst case scenario, do damage control.
The word “Risk” generally signifies a negative implication which should be ignored whenever possible. In project management, the term risk has a less menacing and more realistic approach. It implies uncertainty—the possibility that certain activities will not go as planned due to uncertain risky situations. This can either have a positive or negative impact on the project.
Risks are a part and parcel of any project. For successful delivery of a project, it is essential to cope up with the risks associated with it. As Jim Rohn, a famous American entrepreneur and author once said, “If you are not willing to risk the unusual, you will have to settle for the ordinary.”
But there are some menacing risk mistakes which hinder the smooth functioning of a project. So how do we identify the risks which are critical in judging the viability of a project? To answer this question, we have listed below some of the most common mistakes made to manage and avoid project risks:
Contemplating only threats, not opportunities
In project management, we generally observe threat as a measure to determine the impact of risks in the project. But few managers fail to consider an opportunity as a risk event. As a project manager, you need to deal with all project risks consisting of both opportunities and threats for a successful project delivery.
Failing to identify the sources, consequences, and outcome of risk
The primary step in assessing risk taken by a project team is to identify the risk which may impact the project work flow and understand the attributes as well as the outcome of each specific risk event. Being part of the project team, you should identify what causes risky situations in business. Accordingly, design checklists and adopt problem-solving techniques to face any adverse situation.
Not considering other possible risky incidents in addition to adopting checklists
One of the means to identify risk is to maintain a checklist. However, this does not necessarily indicate the only measure. In order to avoid any risky situation, your team should look beyond the tasks listed on the checklist, which may hamper the project. One such task can be a good brainstorming session conducted among the team members that could help in mitigating other risk events.
Belittling impacts of risk events
Another risky mistake that is commonly observed, is understating the risk impact. This can have severe consequences in terms of project timeline, performance, expenditure and quality. Therefore, you must take care of every aspect while determining the risk impact value of the project.
Poor project planning
One of the most commonly observed mistakes is improper planning of the project. This triggers project teams to deviate from the project plan. Being a project manager, you can avoid this by adopting measures to reduce the possibility of a risk event by building a scheme to deal with its probability to a certain extent.
Ignorance about potential risks
Risk analysis helps in understanding the impact of each risk. Try to prioritize the risks which could help in managing the threats and opportunities of the project. Being sensitive can go a long way in invading the possible outcomes to potential risks.
The terms “risk response planning” or “mitigation” are often used interchangeably
“Risk response planning” or “mitigation” is not one and the same thing as generally perceived. Mitigation simply refers to only one response technique used for tackling the threatening risks in a project. Whereas, risk response planning defines the risk management plan and has a wider scope. Being a project member, it is important that you have a good clarity and understanding of the difference between the two terms.
Ignoring Contingency plans
Most project teams usually ignore contingency plans in the project. You should understand that these plans are essential and should be taken into account in case of a risky event. This also acts as a backup plan.
Lack of accountability of team members for specific risk events
As a project manager, you should engage every team member as per skill-set in owning project risks. The respective member must execute the risk response plans, monitor, and report on the risk status in a systematic manner.
Failure to recognize risk management as a continuous process
Risk management is an ongoing process, but some project managers render it as a temporary phenomenon. Being a project supervisor, you should consider a risk management review as an indispensable component of every project team meeting. This would keep the project team well-informed about the project goals and alert them in case of any project diversion.
We have observed that risk management is the process of augmenting the outcome of potential opportunities and reduce the threats of the project to the best possible extent. In this piece, we have made an attempt to cover the topmost risk mistakes made by project teams in handling the projects and how these greatly impact the worth of risks in project management. Averting these risk mistakes can be very helpful in contributing towards the successful delivery of any project.
Author Bio: I am Maria Thomas, Content Marketing Manager and Product Specialist at GreyCampus with eight years rich experience on professional certification courses like PMI- Project Management Professional, PMI-ACP, Prince2, ITIL (Information Technology Infrastructure Library), Big Data, Cloud, Digital Marketing and Six Sigma.
Business leadership doesn’t exist in a vacuum. If you’re in need of a fresh approach, stop looking from within and find inspiration from different industries. No matter what you do, you can always learn from other career paths. Two industries business leaders can benefit from are sports and medicine. Although seemingly unrelated, each one has something valuable to offer to you.
Although general managers (GMs) of sports teams and business leaders both manage people, the similarities typically stop there. However, both businesses and sports teams try to achieve the same goal: to win and be successful. By following what great GMs do, your leadership skills will have the competitive edge they need to earn first place.
Of course, winning is one of the most important things in sports. GMs are responsible for putting athletes together who bring the best out of each other. Talent is not enough to be victorious. In much the same way, business leaders need to make sure their employees have chemistry, creating a more positive and productive work environment.
GMs need to make tough calls to do what’s best for their team. Scouting for new talent, trading players, and knowing when disciplinary actions are necessary are all things they must decide well. Business leaders need to make similar choices. When making decisions, it’s important to take many things into account and not decide anything hastily.
Having to put up with the antics of young people is part of the job for GMs, but not everything the players do will be for the benefit of their team. GMs need to be ready for these situations so they’ll know what to do if it happens. Business leaders should prepare as well for mishaps that might befall their company. By having a gameplan in place, you’ll be less likely to panic and effectively handle whatever comes at you.
People are the heart and soul of the healthcare industry. The same is true for business. One of the most important traits doctors and nurses must master, though, is emotional intelligence to provide care that is patient-centered. That being said, training in emotional intelligence has been shown to increase patient satisfaction and promote overall success in hospitals. This same success can be shared with business leaders too. There are five attributes emotional intelligence improves upon that will increase your leadership skills:
Self-Awareness: Not only are you aware of your own feelings, you’re also aware of the feelings of others. This helps business leaders make more informed choices.
Self-Regulation: To be able to control your emotions is one of the most important skills anyone can have. Being a leader requires having a cool head so nothing regrettable is done or said.
Motivation: This one is self-explanatory. When you’re motivated to do your best, only good things will come.
Empathy: Empathy is the ability to feel what others feel. When you’re more empathetic towards others, you’ll be able to make the choices that benefits people as well as your company. When individuals know you have their best interests at heart, they will be more willing to work and do business with you.
Social Skills: Social skills are equally important for medical and business professionals. It’s crucial for anyone to work and communicate with others. Collaboration is at the core of both industries, and that can’t be done without these skills.
No matter what profession you’re in, there are myriad of resources at your disposal. Although at first glance sports and medicine don’t seem to have anything in common with business, there is actually much to learn. The only question is: are you ready to be taught?
Brooke Faulkner is a full-time writer and full-time mom of two.
She spends her days pondering what makes a good leader, and dreaming up ways to teach these virtues to her sons creativity enough that she’ll get more than groans and eye rolls in response. To read more of her work, follow her on Twitter @faulknercreek
You might not choose your work colleagues, but you certainly must get along with them to produce the best results. After all, we spend a lot of time at work. It should be an environment where everyone feels comfortable and able to get on with their job. A rift between two or members of a team is soon noticeable by the whole office.
Whether you’re part of a team or you’re the manager of a team, if you spot rifts appearing, it’s best to act quickly. Here are five of the best tried and tested methods of encouraging – and maintaining – team spirit. Check them out:
Organise social events
One of the easiest ways to make sure your teams work well together is to give them the opportunity to socialise away from their desks. Sure, not everyone will be keen at first – but allow them to head off an hour early and you make ensure people attend for at least some time.
Ensure everyone gets the opportunity to express their ideas
When rifts start appearing, it can be easiest to listen to the loudest voice. When you’re busy juggling workloads, these are the people that ensure their voices get heard. But doing so will only deepen rifts; everyone should get the opportunity to express themselves – and tell their side of the story.
This is something HR professionals are trained to do, to take an impartial view of a complicated situation and mediate. Hiring someone like this is the easiest way to minimise the risk of employees feeling ignored in difficult times.
If you’re not in charge of making these discussions, it’s something to bring up with your manager.
Get rid of unconscious biases
Sometimes rifts can be deep set. While everyone has unconscious biases, it’s how we behave as a result which could cause or deepen rifts. As ACAS explain, unconscious bias occurs when people favour others who look like them and/or share their values. This could the same ethnicity or a similar educational background.
There’s now training available to ensure such biases do not affect decisions in recruitment, promotion and performance management – things which shouldn’t be influenced by our personal experiences.
You can also clearly set your company’s values, so people use these as a filter to help decision making, opportunity identification and risk management, rather than their personal beliefs.
Develop your leaders well
This is one for business owners. By equipping your managers with the tools they need, you’re able to trust them to influence the right culture, manage and set expectations. After all, dealing with conflicts isn’t something which comes naturally to everyone.
While some may dismiss bullying as a clash of personalities and character building, your managers need to spot the signs – including name calling, isolation, belittling and scapegoating.
Some of these aren’t immediately obvious such as having opinions discounted as bad or false. But as this guide explains, this criticism is unnecessary, as any good manager should be able to provide feedback in a constructive way.
Keep workloads manageable
People act differently when they’re stressed. While you shouldn’t be micro-managing anyone, be sure to check that everyone has the time to do their job properly. It’s a simple step, which shouldn’t be overlooked.
Have you improved the team spirit in your workplace? Share your experiences and recommendations with us.
With a staggering statistic that reads 99.7% of all business in the US is small business, it’s no wonder this sector finds itself under the magnifying glass. Unlike corporates who tend to focus on their brand from a board point of view, a small business often only has the input of the owner to make their mark and create a brand. With this in mind, it’s imperative that the person at the helm have what it takes to take the business to the next level. They need to have a global perspective in order for the business to grow, and here’s how they achieve this.
Leaders Rank Staff as a Top Priority
The first point of contact a customer has with a business is very rarely with the owner unless the owner runs the show themselves. The rest need rely on staff members to help out their customers which could be a good thing are a straight-up disaster for the business. Leadership coach and motivational speaker Simon Sinek stresses the importance of taking care of staff. Staff needs to know that they can trust owners and managers in order to feel confident in their roles. This will also translate into the type of service they provide to their customers.
Leaders Take the Necessary Precautions When Thinking Big
It’s not enough to just push the orders and sales in the business, as leaders need to ensure they have the necessary processes down as well. This includes ensuring that the various risk factors, including currency risks are taken care of for those who have decided to go global. Taxation and company laws are also important to take care of to ensure that things go as planned as many businesses come up short due to having the incorrect documents and process flows.
Leaders Keep Learning and Encourage Others to Do the Same
Business tycoon Richard Branson says “Train people well enough so they can leave, treat them well enough so they don’t want to”. No one likes a know-it-all, especially when they don’t know it all. Good leaders are inspired to keep learning and encourage those around them to do the same. This is not only limited to technical training or work-related skills but also training that improves interpersonal skills and the emotional quotient.
It takes more than just a knowledge of a product to be a good business leader. Soft skills, administration skills, and a keen understanding of staff dynamics will help the small business owner become a global leader.
You may have a great strategy for finding employees, but do you know how to make them stick around? A high employee turnover means spending more time and money on the recruitment and training process. So keeping the great employees you have is really important for your company’s success.
Here are seven tips for retaining great employees when you have a cleaning business:
Make them Feel Valued
Every employee wants to feel that the work they do is valued. This means giving praise regularly for a job well done. Be sure to pass on any messages of thanks or appreciation from clients. And make sure that your employees’ salary adequately reflects the work they do. An employee who feels undervalued – either in terms of appreciation or salary – is likely to look elsewhere.
Get Feedback from Your Employees
How happy are your employees? You won’t know unless you ask them. As well as regularly reviewing their performance, encourage them to speak up with their own opinions on company operations. It may be that someone can suggest an area for improvement you’ve not yet considered. Creating an open and collaborative work environment will help employees to feel more a part of your enterprise.
Allow for Job Progression
A huge reason for employees changing jobs is lack of opportunities at their current place of work. You need to reward good performance and loyalty with pay rises. But you also need to allow for job progression. Find out where your employees want to be a few years down the line and try to facilitate that journey.
Don’t Show Favouritism
Favouritism in the workplace damages morale. When an employee sees another being given preferential treatment, their motivation is likely to nose dive. Treat all of your employees equally. That doesn’t mean to say exceptional performance shouldn’t be rewarded. But make any staff decisions based on merit rather than personal relationships.
Give Them the Right Tools and Training
An employee without the right tools or training has a hard task ahead of them. Every day will be unnecessarily difficult and frustrating. Invest in good quality tools, whether for your cleaning staff or office operatives. Also consider training opportunities. Speak to your staff to find out areas where they feel they need some support. And remember that staff training will make your company more profitable and your staff more loyal.
Communicate Clear Expectations Everyone likes to have a clear idea of their role within a company. Be sure you and your managers communicate clear expectations to employees. This means talking about the scope of their job and any targets you want them to meet. Shifting expectations can make employees feel stressed and uncertain in their jobs, which makes them more likely to look elsewhere for employment.
Beyond salary and promotion, offering perks to your cleaning business employees is a great way to get them to stay at your company for the long term. A big end of year party, a regular drinks night or just an informal cake and coffee get together can raise morale and encourage a feeling of togetherness. Also consider ways in which you can offer a good work-life balance to your employees as this is something many people look for in a job these days.
Finding and retaining the best employees is hugely important for your cleaning business. Communication is key. When employees feel listened to and valued, they’re much more likely to stay loyal to your company. And by listening to your employees you’re well placed to create a positive work environment that meets their needs as well as yours.
Melanie Saunders is a blogger and content manager at 1300 Rubbish – experts in the field of rubbish and junk removal. Personally, a huge fan of sustainability and green living.
One thing that good managers all have in common is that they truly care about the well-being of their employees, and that their team is happy. Employees that feel appreciated by their employers are more productive, more loyal, and have a lower turnover rate than people that feel neglected or unappreciated. Here are a few tried and true ways to help show your employees that you care.
Have Their Back
The customer is not always right. In fact, most of the time when people are complaining loudly, they’re the ones in the wrong. But constantly catering to meet the needs of abusive and demanding clients and customers is not only frustrating for you, it may also make your employee feel as though they have done something wrong. Don’t be afraid to stand up for your employee when there is an issue. Losing one or two troublesome clients is better than losing a valued employee.
Be Supportive When they are Experiencing Personal Troubles
Expecting people to leave everything at the office door when they are experiencing trauma is a good way to undermine employee trust. The loss of a loved one, a sick child or spouse, or financial troubles can really take a toll on work performance. Understanding that this is just a bump in the road for someone and being supportive while they deal with a personal struggle will help them realize that they are valued at work.
Make Time for Them
Depending on the size of your team, take each person out for lunch once in a while. Spend some time discussing things outside of the office, and you’ll learn more about what drives them, and what they are struggling with. Yes, you should have an open-door policy for work-related issues, but showing your employees that you care is about more than being available when they need help with a project.
Give Praise and Compliments
One of the simplest ways that you can show employees that they are appreciated for the work that they do and that they are a valued member of your team is to be generous with praise, compliments, and thanks. Let them know that you noticed them going the extra mile to get a project in on time, or that they went above the call of duty with a client. Knowing that the boss is pleased with their performance builds productivity and loyalty.
Don’t micromanage. You’ve hired an individual because you feel they are competent and able to do the job. Sit back and let them do it. Following behind and questioning decisions makes employees feel as though you don’t think they are capable of doing their job. Let them know that you trust in their abilities and that you believe they will come to you if they have a problem.
Perks and Treats
Offering a comprehensive benefits package that helps employees maintain their personal and family life is one of the best ways to show employees that they are valued and that you care about their well-being. While most of the things on this list are employee centered and specific to individuals, a good benefits plan is a company-wide policy that will affect everyone equally.
Provide Opportunity for Growth
Many managers are reluctant to provide growth and learning opportunities for employees because they are afraid that a good worker will leave for more money if they develop better qualifications. Many times, the opposite is true; employees feel loyalty and gratitude for managers that help them to achieve their personal goals. These individuals are less likely to leave
Read Full Article
Read for later
Articles marked as Favorite are saved for later viewing.
Scroll to Top
Separate tags by commas
To access this feature, please upgrade your account.