Task Lists Are Not Enough – Identify, Prioritization, Diligence, & Accountability

incipioworkstg on February 18, 2021

I don’t know how you feel about the current state of things in our world, but for me, I’ve got a lot going on. Like, a ton of things. I’m hearing similar feedback from others in my field and from professionals in numerous other industries. 2020 was the “hold my beer” of unprecedented change, and 2021 is shaping up to be a remarkably similar operating environment.

Yes, we know stuff happens. All day, every day. At home, at work, and at work from home. “If you’re not changing/evolving/moving forward, you’re: insert downside statement here:”, yeah, we’ve heard all of the variations of that one. But let us be honest, this all feels extremely different. Proactive, planned change is not the same as the current trend of reactive, “rebuild the plane while we’re flying it” change. So, what is an organization to do?

Identify the Target(s) & Define The Actions:

The all-encompassing “let’s fix stuff!” statement, while no doubt well-intentioned, can seriously hinder your teams’ ability to execute real and lasting change and improvement. What needs to be fixed, and according to whom? Understanding where you need to focus your time and energy while looking at dozens of opportunities is critical right now. Pick your battles carefully, get buy-in an alignment from your team on the chosen tasks and initiatives, and clearly communicate what is going to happen.

Prioritization Drives Focus

Change management doesn’t operate in a vacuum. We all have our day jobs, the critical core competencies and tasks that must be completed to serve our internal partners and our clients. What does that mean? In terms of change management, it means that we’re carving time out of what we’ve already committed to do each day to in order to improve how we do things, and the quality of our outputs. Figure out what is most important, and get all eyes, hearts, and minds focused on the prize.

And I am most definitely not saying that you can only work on one thing at a time. Not at all. What I am saying though is that you can most definitely have problems getting traction or maintaining momentum when you’re trying to do too much at once, or if the focus and energy is constantly being realigned to non-prioritized tasks and initiatives. Which leads to our next item…

Be Diligent and Protect Your Priorities – Learning to Say “No”, Or At Least, “Maybe Later”

This is a tough one. Yes, life gives you lemons, but if you’re already knee-deep in a vat of grapes in your team’s efforts to craft a fine wine, is now really the time to pull everyone out of that process in order to make some lemonade? If the risk to the business is lower than then the risk of not getting your top priorities completed, put the lemons aside for a bit and finish the task at hand. And when I say “put the lemons aside”, what I’m saying is to capture the details of the issue, add it to your tracking list, and figure out where it’s going to fall when you’ve circled back to your task prioritization process. If it was urgent enough to potentially side-track a high-priority initiative, it needs to be documented and addressed when resources become available to focus on it.

Assuming Nothing When It Comes to Accountability

What specifically must be done, by whom, and by when? How do you track progress against tasks that may take weeks, or months, to complete? Is there a specific task order or dependencies within the project that everyone needs to understand? How is the progress being communicated to the team? Does everyone have the clarity needed to do what needs to be done? Do they have the tools, knowledge, and skills to effectively execute? Do they have the time, and if not, what needs to happen to assist them with finding the necessary time?

Lots of questions, but all of them, and perhaps a dozen others, need to be clearly answered and documented to establish the foundations of accountability and ownership necessary to get things done. If you don’t have a full-time project manager in your organization, you’re still going to have to find a way to approach the task in a manner that utilizes fundamental project management best practices and principles. What is the goal, what is the path, what must happen, who is going to get it done, when will the assigned tasks be completed, and how will the changes be validated and firmly embedded in the operation going forward?

Clarity is critical, and the ability to stay focused in today’s operating environment is in my opinion the most important skill that leaders and organizations need right now. Things are happening, and will continue to happen, that have incredible potential to distract us from the most important tasks at hand, but if we can keep ourselves and our teams focused, we’ll create the “wins” we all need that come from getting the most important ones completed.

Increasing Productivity

incipioworkstg on February 8, 2021

One of my primary goals for this month is increasing productivity. Here’s how I’m working on this goal and maybe some of my plans will help you accomplish the same thing.

I have surrounded myself with talent

I think I have the right people in the right seats. Now I have to encourage and support them and let them know I have confidence in them so morale is as high as possible. When employee morale is high, it only makes sense that productivity and the quality of work will be high. Plus, happy employees are less likely to leave for another offer. For any organization, turnover can really slam productivity.

I’m determined to delegate

I know what I’m best at and so I’m going to delegate the rest! I’ve surrounded myself with talented people and I’m going to give them the power to make decisions. And then, I’m going to trust in their choices.

I’m focusing on time management

I find I can be distracted by “bright, shiny objects.” By that, I mean I can be diverted from what I’m intending to accomplish by distractions – in the workplace or outside the office. So I’m trying to apply some time management techniques. For example, I’m keeping a rough journal of my time to help me stay focused and accountable to my calendar. I look at my schedule for the week and create a list of priorities – even going so far as to number them, one, two, three. I also ask myself every so often to review what I’ve accomplished in the past 30 minutes. It’s amazing how fast a couple of hours can fly by before you know it.

Annual Performance Evaluation: Affirmation And Acknowledgement For A Job Well Done The Last 12 Months

incipioworkstg on November 9, 2020

Employees are craving feedback from management. In fact, a recent Gallup survey found more than 70% of respondents want feedback on their job performance on a weekly or even a daily basis. Not only is feedback actively desired, if provided correctly it can have an incredibly constructive impact on the workplace. Studies show regular feedback – both positive and negative – leads to lower turnover and increased productivity.

CREATE A FEEDBACK LOOP

Annual reviews alone won’t meet that need for feedback. We have found annual reviews generally are just a snapshot of someone’s performance in the last four to six weeks. Successful companies have a system in place for regular feedback so the annual review becomes a collection of ongoing performance.

TECHNOLOGY CAN HELP

Technology can provide you with reminders for performance notes, goal setting and weekly or monthly reports. There are lots of tools and systems available today that create feedback vehicles from self-evaluation to 360 reviews, which include feedback from peers, management and even clients. Self-evaluation is crucial. How does the employee see how he or she is doing? Does the employee have a clear picture of the yearly goals? Then you can narrow in on what really motivates employees leading to successful employee engagement.

THE RESULT

The goal is to create an effective working relationship. Feedback will help you see what is working well and how you can work even better together. It will help you set goals on a monthly and yearly basis. And importantly, regular feedback will help you in succession planning by identifying high performers who will grow with the company as well as helping you see areas where you may need to look at hiring from the outside.

BEGIN WITH ONBOARDING

An effective feedback process starts with an efficient onboarding program. As we discussed in an earlier blog, successful companies set up clear expectations before an employee is even hired. Employees then have clarity around what they do for their day-to-day tasks and have a clear understanding on how those tasks are evaluated.

The best organizations are made up of people who are motivated by recognition. They are productive employees because they see and hear the value of what they do. As a leader, providing regular feedback is one of the most important things you can to do make sure each person on your team feels valued.

Building Trust Builds Confidence

incipioworkstg on October 12, 2020

It has to start somewhere.

Let me tell you about one of my first jobs. I was in college and working part-time at a call center. This wasn’t intended to be a career path for me, but when I graduated, they offered me a job. That’s when I discovered I had access to some great leaders and mentors. I can tell you any number of stories about how they motivated and inspired me – but here’s one of the most important lessons I learned.

After a few months in my first leadership role, I found myself in my manager’s office for one of our weekly touchpoints. He said I was playing it too safe and that wasn’t why they hired me. Besides being a brilliant leader, he was also very observant. And he was right.

I was nervous. While I had full confidence in my ability to perform the role I had been given, I was afraid of making a mistake. Of being judged. That’s when he said something that has stuck with me ever since.

It’s About Risk

“There is only one type of leader that never makes mistakes. It’s the leader who does nothing.”

Then he told me about the biggest mistake he ever made in his career, and how his manager worked with him to learn and grow from it. He encouraged me to take chances and not be afraid to make a mistake myself. He convinced me we would learn from any mistakes and become smarter and better for having made them.

For him to open up and share his worst work experience with me showed his vulnerability and transparency. And most importantly, it showed he wanted me to trust him as much as he trusted me. The point is you can develop loyalty by showing loyalty. That’s how you build trust.

Think about how much time and money you could save if you create a work environment where everyone feels comfortable sharing opinions and having honest, transparent discussions!

Your Company’s Reputation from An Employee’s Perspective.

incipioworkstg on May 20, 2020

Lori Fain

Your Company’s Reputation From an Employee’s Perspective.

When I think of social media in relation to recruiting, it takes me straight to employer branding. Employer branding is simply the process of creating, growing, and maintaining a company’s reputation and popularity from a potential employee’s perspective. It’s a crucial way for an organization to prove its worth to candidates.

What is the number one reason employer branding is so important? It’s the business identity of your company. It’s what makes your company a great employer and one that stands out to candidates. It also helps your team attract and improve your candidate pool for current and future opportunities. Having a reputable employer brand is a must for an organization’s strategy by helping companies recruit and retain great talent, reduce hiring costs, and improve overall employee productivity.

Tell the World You Are a Great Employer

A great employer brand is one that offers a clear message about the organization and what it stands for. It shows the company is committed to consistent communication with stakeholders, raising awareness of what the organization offers.

The following steps are a great place to start when creating your employer brand. These tips should set you up to boost your employer brand and attract talented hires who are a great fit!

Message – Create an authentic message and tone of voice for your brand so candidates know exactly what to expect. Make sure the brand voice is consistent at every touchpoint by aligning the messaging on your career website with video content, the application process, assessment platforms, and one-on-one conversations with your talent management team.

Culture – Recruitment plays an influential role in nurturing culture and ensuring you’re finding great talent. Consider what type of culture you are aiming to create. Employer brand reflects your culture rather than something that can be prescribed. Building a positive culture within your organization is at the core of a strong employer brand.

Brand Perception – Employees will unquestionably use platforms like Facebook, LinkedIn, Twitter, Glassdoor and Indeed to share their work experiences with an organization. These platforms are a source of valuable feedback to address elements of your employee value proposition. Of course, not all employees are happy all of the time so watch out for pain points that may deter top talent from applying. It is crucial that a company monitor its employee brand on an ongoing basis.

Technology – Technology is a positive asset to employer branding and provides better communication channels improving the candidate experience. Technology can streamline candidate engagement, job search, applications, assessment and selection processes, as well as interview scheduling and feedback. Thanks to technology, talent management teams can provide an exceptional candidate experience that reinforces the employer brand.

Candidates are Customers – Jobseekers want to know about a company’s expectations, work style and interview process and that information is easily accessible during their job search. They may also leave reviews about their personal candidate experience. For that reason, it is essential to provide a positive, timely, consistent, fair and engaging candidate experience.

Storytelling – Once you have initiated contact with your talent pool, keep potential candidates engaged through regular communication. Storytelling might include landing pages that show videos relevant to positions within the organization or sharing stories from current employees about their own experiences.

Storytelling is an opportunity to make your brand personal, to tell the story of real people rather than faceless associates. By using engaging human narratives, you will attract the type of candidates who see themselves creating similar stories. That increases the probability great talent will enter the top of the recruitment funnel.

Layers & Depth – There are plenty of tactics beyond the written word you can use to actively promote your employer brand. Providing an appealing vision that inspires people can often be best accomplished visually – through photography, imagery or video. Many companies are utilizing social media channels like Facebook and Instagram to connect with their target talent populations.

Depth also means making communication a conversation rather than a one-way street. Consider tools like Chatbots for helping candidates get answers to their questions or hosting online career fairs.

Own your space – Make sure you are where your target talent is. Whether it be LinkedIn, Facebook, Instagram or Pinterest, make your impact in the right places. This tactic is especially valuable if you are trying to hire in an area that is outside your usual sphere – think of a company moving into new geographical markets.

Connect employer and corporate brand – A positive candidate experience adds value to both employer and consumer brands. Conversely, there are risks: jobseekers may stop purchasing or purchase less from a brand because of a negative candidate experience.

Employee Retention – It’s Not Rocket Science!

incipioworkstg on January 26, 2020

Every human has a need for belonging, and I believe employees stay with a company when that company does a great job of creating an environment that makes them feel like part of the team and valued. As an employee, your work environment is so important and can make all the difference when it comes to finding your career, or your second home, as many call it. The key to good retention starts with this and when a company knocks it out of the park, I don’t think the 50 cents or more an hour makes a big difference.

Asking for feedback and allowing your employees to be heard is another huge aspect of retaining an organization’s most valuable asset; Its’s people. Not only listening to the team but taking what they hear and using it to make changes that are best for staff as a whole is so important. Leadership needs to constantly strive to have a growth mindset and listen, listen, listen! You should always lead with the team in mind, and in order to do so, that means truly taking what they have to say into consideration and showing them that their opinion really does matter!

To Retain You Must First Obtain

A big part of retention, that I’m sure is no mystery to you, is the importance of obtaining and retaining your best employees. Business owners should always have their top talent in mind, but that doesn’t mean neglecting the rest of your team. Depending on the size of your company, having continuous one-on-one meetings to offer encouragement, open conversation, and feedback is vital. Even if you have a larger company, ensuring that there is open communication at all levels is key. Honest conversation and encouraging open lines of communication establishes a level of trust and respect for, and from, everyone.

Of course, in order to retain these employees, you have to obtain them first. This process starts in the interview and ensuring you are asking the right questions that will help in selecting the right person for the job. Asking questions that will allow them to respond honestly and naturally is key. Steer clear of questions typical of an interview and aim more towards behavioral questions that let you see how they would react in particular situations that aren’t an answer you’ve heard from every other candidate. And of course, always remember that how your company presents itself in an interview is the first impression for that employee and could be the difference between whether or not they decide to even show up on their first day.

Making Connections Through Open Communication

No one ever said you have to be best friends with everyone you work with, and it’s not expected, but professionalism is. One of the things that have been a deciding factor for me staying with a particular company is having an associate at work that will engage with me in open and honest conversations. This doesn’t have to be the case for everyone but ensuring that there is an inviting and accepting environment for every single person in a business setting is absolutely necessary and it’s part of what makes coming to work every day worth it.

Employee retention isn’t rocket science. Show your employees that they are valued and that they matter by encouraging open and honest communication throughout your team. Doing this will make all the difference!

Stop. Listen. Ask. – Keys to Employee Retention

incipioworkstg on January 16, 2020

As an employer, one of the most important things you can do for your employees is to allow for their voices to be heard and to listen. Employee retention is as simple as that. When you have leaders that dictate and refuse to recognize the option for change, it makes people feel as though they aren’t valued and that their opinion doesn’t matter. These are the kinds of things that truly matter to an employee, and when an employer encourages these things, it can be the difference between whether or not that employee chooses to stay with you.

Of course, not every business is the same. And no one expects them to be. Taking the time to understand how people want to work, receive work and deliver it, however, is what makes the difference. In some environments, the way things are done is set standard operating. BUT the way in which the direction is delivered is all it takes. Communication is a huge piece when it comes to employee-employer relationships and delivery can make or break that relationship. Regardless of who your employee is or what they do, making them feel valued is key.

What Kind of Relationship Do You Have With Your Employees?

Speaking from experience, I can remember a time I stayed with an employer, over being given the option for a bigger and better role with another company simply because of the leader I had. When asking yourself what you can do to keep your employees and prevent them from leaving to work for another company, think about what kind of leader you are. What are your values, and how do those values affect the relationship you have with your employees? Do your employees feel as though they can voice their opinion to you and that their opinion matters? These are the kinds of things that interest the people that are working for you and what they consider when coming to work for you or when deciding whether or not to leave.

Company culture is a huge aspect of employee retention. When you have a culture that embraces options and chances for voices to be heard, people want to know that they have a voice. Allowing people to give their point of view to make things better, improve on the role they manage every day makes a huge impact on their influence within the teams they work. So not only are these things beneficial to the individual employee, but they have an impact on entire teams of people. When people are inspired and want to do their best, it increases overall productivity and engagement within your business. People are the foundation of a business, so how they are treated is something that shouldn’t be easily overlooked.

Let Them Be Heard

So what is something you can do for your business to start making retention a critical focus? Simple. Stop. Listen. Ask. People want to be heard, valued and given the chance to be their best. Think about when you felt the best at work. Who were you with, what was your leader doing? The team, or was it an individual contributor role? Make that, take that, and ask your team what they want. Communication, open transparent conversation is the winning combination for success!

Creating a Successful Network – It’s Easier Than You Think!

incipioworkstg on June 10, 2019

Take a minute to think about when your business was first getting started. I’m sure it was a difficult time and that finding sales and potential clients felt impossible at times, but the good news is, you’re not alone! We’ve all struggled to make sales and bring in clients at some point in our business, but the key to solving these issues isn’t some big mystery, in fact, it’s something we do on a daily basis: networking!

The value of the relationships you build during networking is key to sales and life. The relationships become so important because these people get to know you, your character, the work that you perform, etc. They become your business associate, strategic partner, referral source and your friend. The value that one person can bring to your business can be immeasurable, but in order to find that out you have to get your feet wet and get out there!

I love people. I am naturally curious, and I love to learn from and help those I meet, but not everyone is like that, and that’s ok! What I’ve found is there is always a connection if you keep asking questions. You may not get business from someone you meet at a networking event, but you’ve made a connection and who knows where that may lead. A friend recently called me the “business cupid” because of my passion for helping people connect, and that’s the key; you don’t always have to be the best at what you’re doing, it’s your passion that people recognize.

Just Be Yourself!

A lot of people like to think of networking as an event, but that is very far from the reality of networking; opportunities are all around us! I have met and connected with people in every kind of industry, every kind of job from all over. My network has been created from business, personal, community involvement, church, my kids’ activities, business associations, and so much more. I’m always networking! Even if you are not a super outgoing person there’s always chances to build relationships even when you least expect it. Just be yourself because that is the most important aspect when it comes to building new networking connections.

Networking doesn’t have to be intimidating, in fact, don’t even think of it as networking. Think of it as just meeting someone new, asking questions, building a relationship. Don’t go in trying to sell a product or service. Just listen to the one you are meeting and let it go from there. Always follow up after a connection with a personal note, and make sure the person you meet remembers you. An important piece of advice I would give from my many years in sales is to work on your one minute story to brand yourself. That is what sets you apart from everyone else, and in a room full of hundreds of people that unique story is what will make you memorable.

Networking Doesn’t Have to be Intimidating

Early in my career I was intimidated by people of a higher status or position than me. However, what I’ve noticed is that often times they are there doing the same as you; looking for ways to grow and better their business. I have gotten over this challenge of intimidation by just continuing to meet people I don’t know by saying “Hi”, introducing myself, asking questions, and LISTENING! Don’t always just sit there waiting for an opportunity to speak. Really listen to what the other person is saying because it shows that you are there for more than just personal benefit.

Always remember that your network is your friend! You’ve got to continue to work it. Meet new people to add to your network. The friends that you make in your network are your biggest referral source. But make sure it goes both ways – you must continue to help those in your network by referring them and showing them that you are a reliable connection.

Relationships In Your Business Network – Valuable Beyond Measure

incipioworkstg on June 5, 2019

A packed room of two hundred people at an industry conference. A table of five at a working lunch. An unexpected introduction at a decidedly non-work function. Ready to make it work for your business? Do you know what you have to do? Networking! It comes easy for some, yet can be painfully difficult for others. Putting yourself out there and meeting new people can be very intimidating, especially in business situations. The ability to build relationships through networking is a critical tool to getting both your name and your products and services out of your office or work area and into the public domain. By building a successful network, you have access to endless opportunities and tools that can improve your business.

So where does it start? The first step is communication, and the ability to effectively communicate with someone can make or break your network before it ever really begins to form. For me, it starts with a fundamental set of attributes; respect and compassion, checking your ego at the door, and truly listen, doing whatever has to be done to really hear what the other person is saying. The business world can be a scary place, but there is no way to get anything out of it if we are only concerned about our own ideas and thoughts.

As a business owner, I know it can be easy to get caught up in your work. It has a tendency to overshadow other things, but your relationships should be priority one. And like most things of value, they take a lot of work to maintain; get together, catch up, get to know them personally, and really understand them. Work to get beyond just the surface and work to build deeper connections. Life happens, and it is so easy to let our own needs get in the way of maintaining our connections, but when we recognize that networks have the power to transform individuals and businesses alike, the value proposition is easy to see.

A Network Relationship = Any Other Relationship

Networks, like any other kind of relationship building, take time and effort. They aren’t just things you can expect to fall into your lap or appear at the snap of a finger. For those of you new to networking or looking to build a personal network of your own, it takes some time, but you can start by asking for help. In a networking situation, people expect you to ask them for help. If you turn that around and just offer some support, your networking partner will be grateful and want to return the favor. We are all out there looking for the same thing; ways to improve our business. If you put yourself out there and offer your services you are bound to find someone in need of your support, and that one person can open doors to many other contacts and networking opportunities that you wouldn’t otherwise know of if you didn’t venture out of your comfort zone.

A key aspect of effective networking, and to relationships in general, is that every interaction and transaction is not something that you are always going to benefit from. You don’t always have to gain something direct and tangible in a networking relationship. If you can introduce people who can benefit from one another, it’s just as effective. It is all about the give and take, and sometimes you may help facilitate something that in no way directly benefits your business right now, but will pay tremendous dividends in the long run.

Kicking it into Gear

Once you have developed your own personal network, it’s now time to develop a strategy for maintaining it. Networks and relationships are much more like gardens, much less like monuments; they need constant tending and care, and without that what you’ve worked so hard to create will slowly disappear. It’s important to take the person that you are making these connections with into consideration and be mindful of the fact that they are people too, not just business advancing opportunities. Get to know people for who they are and recall little fun facts about them; their birthday, their families, favorite foods. As I mentioned before, moving beyond the surface and developing deeper emotional connections is when the fun starts, and the value of the relationship you’ve built really starts to become evident.

It can be a warm and fuzzy feeling when you get a text or email from a coworker wishing you a happy birthday, or someone brings up a funny story you told them at a meeting a month ago, because it shows that they care. These are people that you can rely on to help benefit your business and it will only make the journey easier if you can truly value them as both a business relationship and as an individual.

I have worked hard to develop and maintain Incipio’s network and I’m constantly working to improve it even further. Networks deliver three unique advantages: private information, access to diverse skill sets, and power. Executives see these advantages at work every day, but might not pause to consider how their networks regulate them. We can often take these networking assets for granted, but for many successful businesses, their networks are their foundation and without them, they might not be where they are today. Networks are like a puzzle, and even when one piece is missing, the puzzle is incomplete.

Keeping Your Network in Check

Consider every relationship you have within your network to be just as important as the next; even if it may not offer as much to your business as others right now, at some point in the future it may prove to be invaluable.

To start, treat others the way you wish to be treated. We’ve all heard that before, but it carries a much stronger meaning in the business world, where potential clients or partners are all around us. Once you’ve established that solid relationship, it allows you to advance the relationship quality to the next level, where you treat them less how YOU wish to be treated and can focus more on treating them the way THEY wish to be treated.

Networking opportunities are everywhere, whether we are aware of it or not. This is why it is so important to always maintain the image of your business everywhere you go because you never know who you will run in to.

Networks have the power to work wonders, but they can also wreak havoc if managed inappropriately. We’re humans, and naturally we are selfish beings which is why it can be very easy to unknowingly overload our partners and networking sources with tasks and questions so that we can better our business. Once you start to develop your network it can begin to grow exponentially and it is our responsibility to keep it under control and prevent it from becoming a burden rather than a tool.

One of the biggest challenges that I have faced within my own personal network has been managing the growth and expansion of it. If people know you, then they have an ‘in’, and sometimes you don’t have the time to manage all the asks. Treat your network as if it was a significant other, establish boundaries and what you are and are not willing to do. This will prevent a lot of headaches in the future if you lay down your expectations at the start. This allows both parties to understand the perimeters before things get to be unmanageable.

We are all in this together, and as discouraged as we all may get sometimes, we all have our own unique assets that bring value to the bigger picture. If you run a business with a close-minded attitude and tend to only keep to your close-knit group of people, then expect to only have access to a limited amount of resources! There are so many opportunities out there, and to have a successful business it takes branching out and truly connecting with people. Speak, listen, and really hear what each other is saying. Don’t just wait for your turn to speak. Pausing to think about the words you just heard is OK. You never know what these people can bring to the table. If you’re only concerned with what you have to contribute to others rather than allowing others to be of support to you, then you’re only holding yourself, and your business back.

At the end of the day, the relationships that we build are the most important aspects of our lives. Thankfully this is no different in our work-lives; businesses are built by people and the relationships they form as those organizations are created. Those relationships expand further as partnerships are created, and this extends even more as clients and customers are brought into the picture. Investing in building strong relationships and expanding your personal and professional networks is critical to growing yourself and your business. Make sure you have a strategy to do both!

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