The Latest from Kristy-Lee

The term employee engagement sounds like one of those HR buzz words which fade in and out of popularity over time.

However, the concept behind it is not a new one, and the impact it can have on an organisations bottom line results in terms of profitably, efficiency and revenue generation should not be underestimated.

So, how do we define it? Employee Engagement ultimately is a level of an employee's commitment and connection to the organisation. Two keys words commitment and connection, both are critical to engagement. Commitment in not only showing up, but giving their absolute all, and connection not just to their job, but to a cause or calling bigger than them, their roles or perhaps even this organisation. Connection to the leaders, to their colleagues and to the important part their role plays in achieving something bigger.

To put it simply, engagement refers to the extent to which an employee is willing to go above and beyond, commit that extra bit and throw all of their energ...

We all know the feeling, we’re losing sleep, we’re avoiding the person at work, we’re angry, frustrated and tearing our hair out. We have an employee who is not performing, not showing up how we want them to at work or behaving in a negative way, a way that isn’t sitting right with you.

We can’t always quite put our finger on the exact issue, it’s just not quite right, but it’s wrong enough to be consuming our time and attention. Or maybe it is more obvious, but we feel like we’re going over the top if we bring it up – we don’t want them to feel like we are micromanaging them or pulling them up for something that feels petty and insignificant (yet the fact that it’s consuming our time and attention does in fact mean that at some level it is significant to us).

So, we tolerate it, whether it’s behaviour, attendance, performance or something else, we tolerate it. We think maybe it’s not that much of a big deal, or maybe it’ll be short term, or surely they will realise soon and fi...

As a business owner, leader or manager, the ability to successfully delegate tasks, responsibilities and authority is critical to your ability to grow and develop your business.

However, it’s a skill that often we struggle with.

Even those who can delegate, often don’t do it as effectively as they could, and for those who own their own businesses this can be a really tough art to master, because it involves letting go, and releasing control.

Put simply, delegation is the action of assigning responsibility for the completion of a task to another person.

Typically, you as the delegator maintain the responsibility for the task being completed, although you may, depending on the circumstances, delegate the authority up to a certain level as well. So, you delegate the ‘doing’ but still need to ensure the doing gets done.

As your business grows, delegation becomes critical, you will ultimately become a bottle neck in your own business, and the reality is you can’t do ever...

Do you ever get the feeling you are trying to squeeze a square peg into a round hole when it comes to your team?

It’s not that people are doing a bad job, or underperforming, but simply that the skills they have no longer suit the business, or that the business has changed and needs new skills.

All businesses face these challenges as they grow and evolve. The skills that were once critical to your service delivery perhaps are now obsolete, technology has absorbed tasks or customers have changed how they do business with you.

When we need to grow what we tend to do, often out of uncertainty and desperation is just to ‘tack on’ a new role, where we think the gap is, without any strategic thought or forward planning.

The problem with this approach is you end up creating a team structure that’s clunky, anything but streamlined and usually isn’t the most efficient and productive structure for your business.

This is why I really believe in the value of a clean slate, and ...

This is one of the topics I most often get asked about.

I see business owners, leaders and managers struggling with this one all the time: tackling difficult conversations with staff. Usually this comes after a period of avoiding that difficult conversation which is what we’re going to spend a bit of time today looking at in depth.

If you’re anything like me, conflict is not something you run headfirst toward with arms wide open to embrace - that’s exactly why tough conversations are hard.

That dreaded feeling in the pit of your stomach, sleepless nights, anxiety, avoiding the staff member and putting off THAT conversation, if not avoiding it entirely.

You are absolutely not alone.

Even with my experience, I don’t like having these conversations either. I never have, and while I’m definitely better at tackling these tough conversations, it doesn’t mean I like it any more than I did before - I just developed the skills to get better at having them. 

These skills ...

In my view, leadership is one of, if not the most critical attribute in successful organisations. Businesses who can not only survive, but thrive in tough environments, and continue to exist beyond the lifetimes of their founders and their original dream team, must, by their nature have great leaders., without that they are surviving in spite of themselves and will ultimately fail to continue.

Importantly, leadership is not a position, or term of rank within any business. Great leaders can be found at any level, in any role. Leadership is not a title. Put simply, leadership is the ‘art of motivating a group of people to act towards achieving a common goal’ it could be directing, but that’s really managing, for me leading is about inspiring others to take action, by setting the example and the tone for ‘how things are done around here’. Great leaders have people follow them not because they have to, but because they want to, not because of what they do and say, but because of how they ...

What could you achieve with a highly motivated team?

Motivating your staff is one of the most important tasks you face as a leader. After all, your employees are the lifeblood of your business. Without their hard work and dedication, your business simply can't thrive.

But what’s the key to motivating them – and keeping them motivated for the long haul?

Unfortunately, there are plenty of roadblocks that can get in the way of your success. If you're struggling to keep your team engaged and motivated, it could be due to one of three big issues.

1. Clarity The first roadblock is failing to provide clear goals and expectations. When your employees don't know what they're working towards or how their work contributes to the success of the business, it can be demotivating.

2. Micromanaging The second roadblock is micromanaging. When you micromanage your team, it sends a message that you don't trust their abilities.

3. Rewards The third and final roadblock is focusing so
...

How would you feel leading a motivated and high performing team?

Learning how to transform your team from good to great requires understanding the foundations of motivation, supporting bottom-up problem-solving, and building a culture of trust, vision, and belonging.

It sounds simple, right?

But if it was that simple you probably wouldn’t be reading this.

As a leader, it’s invaluable to invest in your own strategic professional development as well as that of your team.

What would your business or organisation look like if you were leading a motivated and high performing team? Would you and your team feel more sense of purpose, achievement, and solidarity? Would your bottom lines and KPIs be easier to meet because there are less obstacles and resistance in the way?

At People Powered HR we identified 3 key areas that are crucial to level up average or low performing teams to motivated and high performing teams – but it requires all three of these areas to be nurtu...

Understanding how to motivate your team can be one of the biggest challenges business owners, managers and leaders face. Finding the right people for your business is just the first step, once you have the players in place, getting the most out of them, motivating them and pushing for greater productivity and motivation is an ongoing pain point which can often feel like some sort of secret witchcraft.

For many managers, when thinking of ways to motivate staff, our automatic default is to entice them with some form of incentive, or show them recognition with some sort of gift, reward or show of gratitude. Some people even think that the bigger the gesture, the more expensive the gift or reward, the higher the motivation should be.

Then, after outlaying the money, expecting a huge return on their investment by achieving high motivation across the team, they are disappointed, frustrated and resentful that their efforts have had no direct impact, and in fact can sometimes appear to...

Why is it so important for leaders to master their mindset?

"Your mindset matters. It affects everything – from the business decisions you make to the way you lead your team." - Carol Dweck, author of ‘Mindset: The New Psychology of Success’

Nowhere is this more true than for a leader.

As a boss, you are a leader and mastering your mindset is crucial to your success.

It allows you to approach challenges with clarity and confidence, make better decisions, and inspire and motivate your team. By developing a growth mindset and cultivating resilience, you can become a more effective leader and navigate the ups and downs of running a business with more ease.

Don't underestimate the power of your mindset - invest in your personal growth and see the positive impact it has on your business.  

The mental game of being a boss can be the most challenging part, requiring resilience and knowing when to have tough conversations. As the boss, you have the power to steer your b...