The Benefits of Team Working It’s no surprise that working in a supportive team contributes to employee engagement levels, yet time after time we uncover teams where a ‘them and us’ attitude prevails and gets in the way of growth. Teamwork brings about lots of benefits so it’s worth investing time in the team so they can connect and work collaboratively towards a collective goal. Lets look at some of the benefits team working can bring. A sense of belonging A sense of belonging is a human need, just like the need for food and shelter. A sense of belonging to a group improves motivation, health, and happiness. Many find belonging to a team provides a purpose, and a heightened sense of feeling valued. Ability to play to strengths A team is made up from people with various strengths. A lot of energy can be spent working on things that individuals find hard to do or draining. Working in a team enables tasks to be aligned to individual’s strengths which could bring faster output, higher performance, more energy and increased job satisfaction. Having a network of people for support There are times when indiviudals are not sure of the next steps, times when workloads are overbearing and maybe times when we just need to talk things through. Working in a team provides the opportunity to share what is on our mind, check out our thoughts, motivate each other, and build our confidence and self-belief. It is amazing the amount of camaraderie that is created in teams, especially when the going gets tough. When you know you have the support and encouragement of a team behind you, you are highly likely to be braver and push yourself harder. More creative thinking We all have different skills, knowledge and personal attributes. By using all of these different aspects in a team, more ideas can be produced. As more ideas are generated, more creative solutions are promoted, leading to better results. The opportunity to develop and acquire new skills Working in a team exposes individuals to a whole range of skills and opportunities from which they can to learn from others. In addition, when new people join the team they bring a vast array of previous experience and associated skills and abilities and this can further broaden our own skills set. Having fun! Working in a team that has fun together not only makes work a pleasant environment to be in, but it can also act as stress relief too! So go on and have some fun today! If your team needs to connect and have some fun, why not get in touch and we can design a bespoke team event for you. EMPLOYEE ENGAGEMENT – we are running an Employee Engagement Workshop on Wednesday 29th June or Tuesday 27th September at the York Science Park, to book a place click here.
We got involved in some great activities during Learning at Work Week, here are just a few……At the start of the week we worked with a company exploring the skills and capabilities required for the future. We looked at succession planning and how managers could develop and grow their people in line with business growth. This was a great opportunity for the managers to reflect on the skills they had in the business and the skills they need. Have you taken the time to consider the future skills you require? On Tuesday Michelle attended the annual TAB conference. There were lots of different sessions and she particularly enjoyed “Timeless Principles of Exceptional Business” hosted by Ed Reid which provided food for thought on differentiating your business offering. Mid-week we spent a day working with a group of middle managers, focusing on the skills required to delegate, empower and motivate a team to high performance. Learning to let go can be one of the hardest challenges. What can get in the way of you letting go? On Wednesday we attended a learning session on mind mapping, which was a fantastic refresher on the benefits of the tool. The whole team attended a session entitled “The Money Effect” which was all about personal finances and thinking about our financial future. Thursday we attended a ‘lunch and learn’ session on Customer Relationship Management systems. We went along open minded not sure of what we would learn. We can report back that the session was very informative and insightful, not only by hearing from the speaker, but also learning from the experience of others. Sometimes you just never know when you will learn something new! When did you last take time out in the working day to broaden your horizons and learn something new? The close of the week saw Michelle develop her skill in public speaking, being a guest on Vale Radio, speaking on the subject of Employee Engagement. Speaking on the radio is totally out of Michelle’s comfort zone but well done to Michelle, she was fantastic! When did you last step out of your comfort zone and into your learning zone? Learning in your workplace Why not look at this great guide on ‘leading and learning’ which shows managers and team leaders how to build a learning culture without the need for a huge investment in money and time. The guide offers practical suggestions for planning, evaluating, promotion, supporting essential skills and overcoming obstacles for learning. And remember…..If you need help with learning in your workplace, Pro-Development can help.
We’ve been doing lots of Employee Engagement work recently with a varied range of clients in and around Yorkshire who have been getting some great insights to help them build their business. Alongside this, Michelle is speaking at a few events and conferences in the coming months. So, why is it important to consider how engaged your employees actually are? For a start, if your employees are engaged they’ll be happier, healthier and more fulfilled. But equally great, you could also see a 12% increase in profit alone not to mention the increase in staff retention and 5% increase in productivity. We could go on! Did you know? It can cost 12-18 months’ salary to replace an employee (Source: HayGroup, How to stop your talent taking flight, September 2013). This might seem like an excessively high figure, but take time to consider the following, often hidden costs:
- Recruitment, on boarding and training costs
- Time spent on the exit process
- Juggling workload and temp costs
- Loss of expertise and productivity
- Managing turnover
- Quality problems and customer dissatisfaction
- Start with engaged people, recruit well
- Create and share a vision for the future, one that is understood and resonates with all
- Set clear expectations, and provide regular honest feedback
- Are you developing your managers to bring out the best in their teams?
- Rewards and Recognition, make the time to recognise what your staff are doing and say thanks!
- Be Trustworthy, honour your commitments and trust others
- Work/Life Balance, understand different needs of your people and try to be flexible
Learning at Work Week is an annual awareness campaign organised by the Campaign for Learning since 1999. You can take part in as a learner, company, or learning provider. Last year, thousands of organisations took part including large corporations, SMEs, public sector organisations and government departments. It has a different theme each year, this year it is CONNECT! Learning at Work Week aims to put the spotlight on the importance and benefits of learning and development. It promotes an inclusive approach and supports the extension of opportunities to learn to all employees, especially those who may not currently participate for reasons that may range from personal barriers to historic organisational structures that focus development on particular staff. Just some of the benefits of taking part:
- Changing attitudes to learning and work
- Greater awareness of opportunities to learn
- Greater employee engagement
- Informing business & learning and development strategies
- Collating feedback, ideas and perspectives that inform future planning
- Opportunities to discover and recognise internal talent
- Greater recognition and valuing of different ways to learn in the workplace
- Highlighting business priorities, agendas and addressing change
- Addressing workplace silos and bridging information gaps
We’ve moved!!! We’re very excited to announce that we’ve moved into new offices at Forest Farm Business Park. Yes, we made this bold decision after years of being cooped up in an extremely small office with a very large printer that took up far too much of our valuable space! It was so bad that we even had to resort to travelling to Spain to have our AGM in March as we didn’t have a big enough office or meeting room to house us all!! Ha ha! We wanted to find somewhere that was convenient and easy to get to, but also a bit rural with a nice feel to it. So, we chose Forest Farm Business Park which ticked all our boxes. Its big enough for us to grow but not too big to overwhelm us! Steph has been busy sourcing and buying furniture and lots of purple accessories for us so we’re all fully branded with our company colour scheme. We even have a purple kettle and toaster!! Essential items to keep us going! Our ‘move in’ day was interesting, exciting and stressful at the same time! Lots of heavy lifting, Michelle using power tools (OMG!), wrong printer being delivered, working on laptops sitting on the floor, meeting our new office neighbours, lots of coffee and tea, celebratory chocolates and cakes (essential!). We’ve had lots of good wishes from clients, friends and family so thank you to you all. We received a Betty’s hamper which was a lovely surprise, so thanks to Karen, Monica and their team at Partners. If anyone would like to come and visit us, please don’t hesitate to pop in for a cup of tea, we’d love to see you, the kettle is usually on!
Just a little update on our team trip to Murcia in Spain. We had a fantastic time recharging our batteries and celebrating over 4 years of business! We managed one fairly lengthy team meeting but once that was done, we pretty much had a ban on “work talk” and concentrated on sunning ourselves with the odd Gin and Tonic thrown in for good measure, as expected Gordon came with us 😉 We pampered ourselves, laughed a lot, danced, shopped, sunbathed, read and talked! We even all managed to go for a sunny run around the lovely La Torre Golf Resort. What more could we ask for!? Our apologies go to the tree that we pole danced, the people with whom we tried to hold conversations whilst under the influence of Gordon 😉 and to LA Torre resort for disrupting the peace and generally lowering the tone of the neighbourhood! Beware….we’ll be back! As you can see by the photo the sun was shining for the latest corporate Pro-Development photo shoot!
The Four Stages of Change Here we describe the four stages most people go through as they adjust to change. Stage 1 – Shock or Denial When first faced with the change, people’s initial reaction may be shock or denial, even if the change has been planned in advance and is known about, people still need to take time to adjust. An example may be when someone is faced with redundancy, at first they might go into denial thinking it may never happen to them, it will be ‘someone else’. This is a critical stage for communication. Communicate often and make sure that people know where to go for more information if they need it, and ensure that you answer any questions that come up. Stage 2 – Anger, Fear Once the reality of the change starts to hit, the negatively may creep in. Using our example of redundancy again, you may then become angry … you’ve worked there 20 years of your life, how could they do this to you? How DARE they do this to you! How will you pay you mortgage – they don’t care! This is a stressful and unpleasant stage. For the organisation, this stage is dangerous. If this stage is badly managed, it can be damaging to everyone and needs careful planning and preparation. If you are responsible for change, you should prepare for this stage by carefully considering the impacts and objections that people may have. As the reaction to change can be personal and emotional, it is often impossible to pre-empt everything, so make sure that you listen and watch carefully during this stage. Stage 3 – Acceptance Once you realise the change is happening to you, eventually you move into acceptance and start to process what this means. At this stage people stop focusing on what they have lost, they start to let go, and accept the changes. They begin exploring what the changes mean, of what’s good and not so good, and start looking at how they should adapt. As the person managing the changes, you can lay good foundations for this stage by making sure that people are well trained, and have an understanding of what benefits the changes will bring. Be aware that this stage is vital for learning and acceptance, and that it takes time. Don’t expect people to be 100% productive during this time, try to build in the contingency time so that people can learn and explore without too much pressure. Stage 4 – Future Plans Finally, having accepted the change, you start thinking about all the new possibilities and become excited about the future and what lays ahead. If the change is an organisational one and you are the one managing the change, this is where you’ll finally start to see the benefits, when your team becomes more productive and efficient because of the change. Don’t forget to celebrate the success with everyone who has contributed, if its appropriate. By celebrating the achievement, you can establish a track record of success, which will make things easier the next time a change is needed in your organisation.
Just take a minute yourself and think….why should anyone be led by you? Umm…not easy is it! It’s quite a difficult question to answer and one we ask people on our Management Development Programme quite often! However to help people find their answer we introduce the theory of Authentic Leadership developed by Goffee and Jones. Here’s what Goffee and Jones have to say: Selectively show your weaknesses Nobody wants a perfect leader – they don’t appear to need help. Besides…who’s perfect? We often hear leaders saying “one day I’m going to get rumbled”! What is wrong with showing you’re human? Become a sensor What do you hear, see, feel? What is this information telling you? Use your intuition and trust your instincts. To do this, you need to hone your ability to be present, listen and understand what is happening, what is being said but also what is not being said. It’s about collecting and interpreting subtle clues, detecting what’s going on without others spelling it out. Practice Tough empathy This is about respecting the individual whist balancing respect for the task at hand. Leaders empathize fiercely with their followers and care intensely/even passionately about their peoples work. They’re also empathetically tough. This means giving people not necessarily what they want, but what they need to achieve their best. This could include giving feedback and making tough calls. Dare to be different Capitalizing on what’s unique about YOU. Doing this, lets you signal your separateness as a leader but also motivates others to perform better encouraging people to take risks and be different. Distinguish yourself through qualities like imagination, expertise, adventure. Goffee and Jones still believe leaders need vision, energy, authority and strategic direction, but to be a truly inspirational leader you should – Be yourself – more -with skill. Our Management Development Programme focusses on being authentic, so if you want to be yourself, more, with skill why not book on the programme today. It could be your game changer!
We do a lot of work with businesses who contacted us because they were worried about losing some of their most talented people. Recruiting the right people with the right attitude, values and skills is extremely difficult and the costs associated with replacing people has been said to cost between 12-18 months’ salary! So, here’s some questions for you:-
- Do you know if one of your best people is considering leaving?
- Are you doing everything you can to ensure that people want to stay in your business?
- Do you know what is motivating and engaging your teams to ensure they are giving their best?
- Do you know what is getting in the way of people doing their best work?
- Increased retention
- Reduced sickness
- Greater customer satisfaction
- Higher levels of creativity and innovation
- Improved productivity
- Optimum business performance
- Lack of recognition for their achievements How many of us forget to give recognition to someone who has done a great job? Usually because we’re too busy and forget that it’s the right thing to do! In a recent survey for a client, feeling valued and recognised was identified as the most significant area that needed to improve.
- Insufficient compensation and benefits This may or may not be in your control but it is worth reviewing regularly and ensuring that you are offering people competitive packages to help retain them. Lots of our clients are finding it isn’t about salary either, it can be about flexible working or perhaps holidays.
- Infrequent growth and development opportunities You may not be aware, unless you ask, that your people want to progress and develop in their current role or into another role in your organisation. Many of our surveys highlight that people do not have access to appropriate training and development.
Have you thought about setting your goals for 2016 yet? Is it one of those things you know you should do but never get around to? Well it’s time to break the habit and write something down as according to a study done at Dominican University, those who wrote down their goals accomplished significantly more than those who did not!
So how do you start?
- Your biggest learning in the last 12 months.
- What are you going to do differently in 2016?
- What you want to achieve next in 2016?
- What do you want to be saying about your achievements in December?
- Have I limited myself?
- What could get in my way?
- Am I excited by the goals?
- How can I make sure that I achieve my goals?