Are You Mentally Engaged?

February 27th, 2018

In our fast-paced society, where everybody wants it all – right now, staying mentally engaged or mindful on the job is often a challenge.  On the plus side, staying mentally engaged is vital to productivity, as well as career growth, and job fulfillment. So, how do you strengthen your ability to be focused on your task, mindful, engaged? With the right fuel. You can buy a new car right off the line, but if you don’t fill the tank, you won’t make it off the lot. It’s the same way with your ability to be a driving force on the job. If you don’t fill your tank – in both body and spirit – you won’t get far on the job.

Fueling the Body

It begins with understanding the difference between time and energy. Every day has 24 hours for everybody – the quantity of time never changes. Energy, on the other hand, is both renewable and expandable. We must have enough energy to stay mentally engaged.

  1. Get sufficient rest. This means 7-8 hours at night, of course, but don’t forget to take breaks during the day.
  2. Get regular exercise. A consistent daily routine – even just a brisk 15-minute walk, can increase your In fact, many people say they get more done in less time if they maintain an exercise program.
  3. Make healthy eating choices. Proteins help energy, while refined carbs drain it.
  4. Stay hydrated. Drinking sufficient glasses of water helps people keep a clearer mind, and stay less susceptible to illness.
  5. Take time for vacation – put the mundane tasks of work and home aside. It might be “waiting for you” when you return, but you will have more energy fo tackling it.

Fueling the Mind & Spirit

Everyone needs to feel that they have purpose, as well as a sense of belong. When our mind and emotions are sufficiently taken care of; our ability to connect to the tasks at hand increases.

  1. Be creative. Take time to discover your “gift” and use it. If you can craft a masterpiece, by all means, do so, but it can be much simpler. Perhaps you are an organizer who likes everything in its Creating a home/office that is organized and runs smoothly is as creative as painting a beautiful landscape.
  2. Take time to disengage – and yes, that includes your electronics. Pausing, taking a deep breath and just being for a while refreshes the mind and spirit.
  3. Fill your mind with good things. Develop a grateful attitude. Take time to express appreciation to others. Avoid gossip and negative self-talk. Read an enlightening book. Listen to your kind of music.
  4. Separate yourself from work when you’re home and from home when you’re at work. It’s easier to give both the mindfulness needed if you aren’t distracted by the other.

Giving yourself the right fuel – for your body, as well as your mind and spirit will have a significant impact on your ability to be mentally engaged on the task of the moment. Staying mentally engaged will help you be more productive, which will give your career a boost and build your sense of purpose.

Olympic Staffing is always on the lookout for jobseekers who stay mentally engaged. We match their skills and experience with top companies in our region – in fact, we’ve been doing it for more than 30 years. We know and understand the requirements of the positions we fill, ensuring that every job we suggest for you is a precise fit for your skills and career goals. Contact us today.

 

 

 

 

 

Managers and Employee Engagement – Part II

February 6th, 2018

Last week we posted part I of our discussion on “Managers and Employee Engagement. We talked about saying no to favoritism, trusting your employees, and being consistent. These are all critical aspects for managers to utilize if they want to create healthy employee engagement, but they aren’t the whole picture. . . So, let’s continue.

Keep an Open-Door Policy

Engagement involves interaction from two directions. Keeping yourself available to your employees is a crucial pillar to vibrant employee engagement.

  • Be warm, friendly, and respectful – to everyone.
  • Unless your workforce is too large, get to know your employees by name. If it is too large, at least know your department heads, team leaders, etc. by name.
  • Smile – a lot. Don’t just walk pass employees – stop when you can for a brief word.
  • Encourage feedback – listen to it – apply it when appropriate.
  • Express appreciation – verbally, in written form, and in tangible
  • Encourage company fun – such as once-month-doughnut breaks, pizza lunches, company picnics, friendly competitions between departments – the list is endless.

Offer Training and Opportunity

Don’t inadvertently send your employees away by failing to give them a reason to stay. Most people want to grow in their career, to increase their skills and responsibilities.

  • Offer in-house training opportunities. When possible personalize it to their current abilities, work personalities, and career
  • Give them access to online training, webinars, etc.
  • Provide incentive – and financial support toward earning certifications that will enhance their skills.
  • Promote from within first, whenever possible.

Building strong employee engagement among your staff is hard work and takes intentional action, but the ROI is high. Engaged employees tend to stay employees. And that’s a big plus. The cost of turnover is high – reducing it makes a notable difference in the bottom line.

Olympic Staffing understands the importance of strong employee engagement. We know it begins with great hires. As your strategic partner, we do more than fill positions. We work to identify your needs and then find the individual best suited to fit those needs. Our professionals work closely with you to ensure your complete satisfaction. Contact us today.

 

 

 

 

Managers & Employee Engagement – Part I

January 30th, 2018

Employee Engagement – how do you make it more than one of today’s buzzwords? Best answer: management! This is where walking the talk comes into play.

We’ve put together 5 win/win management must-dos for cultivating A+ employee engagement among your workforce. We’ll discuss three of them today. Be sure to return next week for the rest in part II.

Say NO to Favoritism

Sure, we all enjoy certain personalities more than others. When we find an employee who’s thought train and work methodology matches is in sync with ours, it’s easy to build a work relationship and . . . admit it, to look the other direction when they mess up. We also tend to give them more work opportunities. On the other hand, the worker who, at least in your opinion, is from another planet is not so easy to praise and encourage. While this may be understandable, it’s an absolute crusher to employee engagement. So,

  • Treat every employee equally. Extend respect, kindness to everyone.
  • Recognize that people are different and embrace their diversity.
  • Uphold company rules and regulations. Never excuse in one worker any behavior that isn’t forgiven across the board.

Trust your Employees

Yes, you are a manager – which also means you are a delegator. Delegate and step back – micromanaging is not the way to prove your trust your employees. Rather,

  • Assign responsibilities and expectations.
  • Provide the proper tools and instructions.
  • Ensure that authority level matches responsibility level.
  • Stand back and let them do their work.

Be Consistent

Don’t be continually changing the priority list, rules of the game, and level of expectations. It’s confusing and frustrating to your employees.

  • Don’t let a particular behavior slide, and then suddenly “make an example” of someone who commits it.
  • Don’t be lackadaisical about reports, and then suddenly critique them with a magnifying glass.
  • Don’t move item C on the priority list up to top position without first communicating why you need to make the change and expressing a vote of confidence in your employees.
  • Don’t allow Dr. Jekyll and Mr. Hyde leadership. (It’s a great way to turn your workforce into a horror story.)

If your company is struggling with employee engagement, Gather your management team together and start brainstorming. Dig for answers among this group. Changes are in order? Are some departments more engaged than others? What are they doing differently? How can you implement their styles across your organization? Finding answers together is the first step to a fully-engaged workforce.

Start applying the above three principles and return to our blog next week for insight on open-door policies, as well as offering training and opportunities.

Meanwhile, remember Olympic Staffing understands the value of employee engagement; the connection between it and higher productivity, which of course, improves your bottom line. That’s why we work hard to match our clients with the best employees for the position. Contact us today for great matches – the kind that make employee engagement that much easier to obtain.