How to Motivate Employees (2024)

Jekyll2024-05-15T16:43:29+00:00https://www.leavepro.co.za/feed.xmlHow to Motivate Employees2023-01-26T00:00:00+00:002023-01-26T00:00:00+00:00https://www.leavepro.co.za/blog/how-to-motivate-employees<![CDATA[

Motivation in the workplace is essential. A motivated employee is happy and in turn, is more likely to do a good job and work hard. It is important for attracting top talent, retaining employees and general levels of productivity in a business. It’s not always easy to keep employees motivated though. The good news is that there are ways you can boost morale in the workplace and inspire staff. In her decades-long career, Kirsten Marriner, the executive VP and chief people and corporate affairs officer at Clorox, has managed her share of teams and has provided tips to Business Insider on how to care for employees while pushing employees forward.

In 2019 Clorox launched a strategy that strives for simpler, faster, and bolder ways of working. As an example of this, Marriner points toward an employee who, when asked to start a new project, explained that previous work had been done that accomplished the same goal.“It’s about freeing people up to find simpler ways and to cut out work that is not value-added or not as value-added as other work that we can do with that same resource,” she says. “So that same time is again a huge enabler of our entire strategy, but also an enabler of innovation.”

Inclusion is another pillar of Clorox’s strategy, Marriner says.“If you have a diverse organization - and diverse in every sense of the word - and then you have an inclusive culture where those people feel like they have every opportunity to bring forward their ideas and their perspectives and to have healthy discussions, then that is a contributor toward innovation of every type, whether it’s big guy or a little guy,” she explains.The employee in the example above was several levels below Marriner in the company but did not hesitate to speak up.“That was wonderful initiative that he took to take us off a course that would have created new work on something else, but actually to leverage work that had already been done and met the needs that we were trying to achieve.”

A definitive hierarchy can thwart this type of initiative. Coworkers should be able to connect in “very human ways,” Marriner says, and this can only really happen when you are able to shrink the distance between executive team members.“It’s about creating the culture and the environment and making it more than okay” to voice your opinions, she adds. “It’s expected for people to engage in that way. And that’s where we get to our best outcomes.”

While communication is important, Marriner notes that so is constructive debate. During her interview for her first Clorox job, she was asked if she would be willing to push back on Benno Dorer, the CEO of Clorox, who was interviewing her, to which she said yes. She was hired.“One thing that I would say has been consistent at Clorox, and then I would also say has been consistent in terms of how I have approached my role is, you must have open dialogue and healthy debates,” Marriner says.

Leaders are encouraged to meet their employees’ opinions with vulnerability and humbleness.“One of the very positive effects of what we’ve gone through over the last several months has been that the veneer [on executives] has been wiped away,” Marriner says. “And so you’re seeing leaders who are showing up with this authenticity and humanity that is different in a very positive way.”Executives avoiding intimidation remind employees that they are like everyone else on the team.

Employees who are encouraged to take paid time leave off will be more motivated within their role in your company.There are numerous benefits that come with taking leave from work for both your company and employees. You will see a drop in absenteeism and will help staff avoid burnout, which occurs during prolonged periods with no rest. As a result, this impacts productivity and can even lead to a higher turnover rate. It seems obvious but paid time off reduces stress among employees. This in turn allows them to cope better with pressure, which leads to higher performance and drive. It also gives staff a chance to find a balance between work and their personal lives, which will lead to a greater sense of fulfillment.

Managing leave can be a tedious process and may factor into reasons why both employees are reluctant to apply for leave and employers are reluctant to process their applications. This is where a good [online leave If you would like to give it a try we can assist. LeavePro is offering a 14-day free trial, all you have to do is signup. You can also book a demo to help you navigate the system.

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zoe<![CDATA[Employee motivation is essential when it comes to business dealings but how do you ensure your staff are motivated and inspired? The experts weigh in.]]>
To Office or Not to Office2023-01-17T00:00:00+00:002023-01-17T00:00:00+00:00https://www.leavepro.co.za/blog/to-office-or-not-to-office<![CDATA[

Companies across South Africa are demanding employees return to the office but is this hurting or helping your business?

A number of countries around the world are feeling the effects of the great resignation but in South Africa, not many people are in the position to leave their jobs. So in that aspect, companies issuing return-to-work mandates may not feel the impact… but they will be affected in other ways, Advaita Naidoo, managing director of Africa at executive search firm Jack Hammer Global tells Business Tech

“In South Africa, companies face a real risk of the rapid call-back impacting on their bottom line. We are already fielding calls daily from highly sought-after professionals who are not prepared – through choice, changed circ*mstance or both – to return to the way things were before Covid,” says Naidoo. “So while employees might not actually resign, the reasons for them wanting to do so will remain and compound.”

The truth is that, by issuing return-to-work mandates without taking time to pause, reflect and strategise, companies are doing themselves a disservice.“The reality is that after two years of pandemic fight-or-flight survival, employees are tired, demotivated, stressed, worn out, fearful of the future, straining because of the rising cost of living, and still dealing with the fallout from Covid’s impact on their lives and families, to name but a few of the issues facing most people at the moment,” says Naidoo.One only has to look at the real-life impact of the return-to-work ultimatums on social media forums on the part of desperate employees who simply can’t adapt and change their lives with short notice, to understand that just because companies can make this demand, it doesn’t mean they should,” she adds.

Three scenarios

Naidoo notes that there are essentially three scenarios awaiting companies looking to enforce back-to-work mandates:

  • Losing people;
  • Developing a toxic workplace;
  • Failing to attract good people down the line.

“A tremendous amount of goodwill was built up during the pandemic, with companies facilitating work-from-home arrangements. The levels of teamwork and pulling together hit impressive highs despite the stress of the pandemic, and unprecedented levels of emotional support and ‘keep in touch’ initiatives ensured the mental wellbeing and cohesion of teams,” she explains.For more than two years, companies were able to get the job done while employees continued to pull their weight and more from home. So, looking at it from the point of view of the employee who now must return to the office, it is not unreasonable for them to question why it is suddenly again necessary for everyone to be physically at their desks from sunrise until sunset.”

When companies reach this juncture, it is important to focus on communicating to employees about how the office is going to be a place of purpose, not just a place where they need to be. Additionally, Employers need to look at affording employees sufficient time to make new arrangements before returning to the office and also take into account other options, like hybrid work.

Paid time off

There is a thought trend that employees who work from home do not necessarily get the same leave benefits that in-office staff do. And while full-time employees are entitled to days off regardless of where they work, there is a reluctance to grant leave days if employees have already been working from home. This not only leads to decreased morale, burnout and a high staff turnover, it is in contravention to the BCEA.

Tracking leave with an online leave management system

Employers who offer paid vacation or sick leave need to track it for payroll, compliance and employee morale. The problem is that many companies do this manually via spreadsheets, which can lead to costly errors and mismanagement of leave. An online leave management system can help streamline the process and accurately track the leave process so that there is no confusion and so that you do not have to worry about conflicting schedules, employees taking time off when they have already exhausted their leave and costs involved with errors that would occur if you were tracking it all manually.

If you would like to give it a try we can assist. LeavePro is offering a 14-day free trial, all you have to do is signup. You can also book a demo to help you navigate the system.

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zoe<![CDATA[Employees across the country are demanding employees return to the office but is this hurting or helping your business? We took a closer look at the situation.]]>
The Importance of Reskilling and Upskilling Your Staff2023-01-05T00:00:00+00:002023-01-05T00:00:00+00:00https://www.leavepro.co.za/blog/the-importance-of-reskilling-and-upskilling-your-staff<![CDATA[

Data shows that while millions sit unemployed, just as many job vacancies exist. You’d think that employers had a massive pool of talent to select from but the truth is that many of the people looking for employment don’t have the skills and experience required for available jobs—especially roles requiring new and advanced skills.

If you are wanting to build a highly skilled workforce then upskilling and reskilling should be your focus. There is stiff competition for professionals with in-demand skills and you will likely have to invest more in growing at least some talent in-house. But where do you start? Paul McDonald, the senior executive director at Robert Half, recommends first assessing digital literacy.

“Many companies will find that first increasing their employees’ general digital literacy is necessary to lay the groundwork for more advanced skills-building,” he said, even employees with advanced digital skills can benefit from a refresher course.

“Ongoing training ensures workers stay current with the latest tools and best practices, including in critical areas like cybersecurity and data privacy,” McDonald continued. “Stepping up technology skills training for the whole workforce could mean the difference between an organization that moves forward and one that is falling behind.”

Upskilling vs Reskilling

These phrases are used interchangeably but McDonald pointed out that they’re different efforts:

“Upskilling is the process of enhancing or expanding an employee’s skill set so that they can be a more productive contributor to the business. Upskilling usually involves continuous learning, and it’s often vital to an employee’s ability to advance in their career and take on more responsibility,” he said. “When workers upskill, they learn new abilities and grow their competency in areas that are important to their role or department, both immediately and over the long term.”

Reskilling, McDonald pointed out, is “about equipping employees with new skills that will allow them to take on a new position in the company that’s entirely different from what they’re doing now.”

McDonald pointed to a recent report from LinkedIn Learning that found that 59% of learning and development professionals said their organizations are prioritizing both upskilling and reskilling programs this year.“You’ll likely need to do the same to meet the various needs of your employees,” he continued.

Some options for delivering reskilling and upskilling opportunities include:

  • e-learning provided in-house or through platforms like Degreed or Coursera
  • virtual mentoring arrangements and peer-to-peer learning
  • financial aid to support other relevant external learning.

“Offering an array of options helps to ensure every worker who is able to evolve into a future worker for your business — and wants to do so — can,” McDonald said.

The Next Step

When developing a reskilling and upskilling program, it helps to consult with other senior leaders who can help to identify current skills gaps and what talents the business needs to achieve its objectives. McDonald suggested considering the following:

  • What are your plans for digital transformation?
  • What are the general technology and hiring trends in your industry and what are other leaders doing to adapt to them?
  • What types of skills—both technical and nontechnical—are your competitors trying to recruit?

“As you consider questions like these, do so with a focus on inclusion. Research shows that job losses due to the pandemic have disproportionately affected minorities, women, younger workers, and workers with lower educational attainment or income,” he added. “Reskilling and upskilling will be essential to preventing further job erosion among these groups and will help those still employed or now reentering the workforce to succeed in an increasingly digital workplace.”

And don’t forget your remote team, McDonald stated. “If your business, like many, intends to maintain a hybrid workforce post-pandemic, you’ll need to ensure remote workers have access to professional development opportunities that are the same or on par with what employees in the workplace can access,” he said.

Depending on how you intend to implement upskilling and reskilling in your company, employees may require some days off from work. Considering the benefits, it is worth allowing for additional paid time off but how do you manage that and ensure there are no conflicting schedules, and that employees are not taking too few or too many days off? This is where an online leave management system can come in handy.

Benefits of an Online Leave Management System

Using an online leave management system can solve these problems and make the whole process of tracking leave easier and smoother, ultimately saving you time and stress so that you don’t have to worry about the burdens of leave.

If you would like to give it a try we can assist. LeavePro is offering a 14-day free trial, all you have to do is signup. You can also book a demo to help you navigate the system.

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zoe<![CDATA[Thousands of people are unemployed but employers battle to fill job vacancies. Upskilling and reskilling is extremely important. Here's what you need to know.]]>
Everything You Need to Know About a Flexible Workplace2022-11-28T00:00:00+00:002022-11-28T00:00:00+00:00https://www.leavepro.co.za/blog/everything-you-need-to-know-about-a-flexible-workplace<![CDATA[

Here’s something to ponder: 73% of employees want flexible work options to remain after the COVID-19 pandemic ends, new stats have shown.What this suggests is that more and more people are realising just how important a work-life balance is. And this does not just apply to employees. Employers are also set to gain from providing flexible work options, which offers tremendous benefits, including reducing stress, improving productivity, and higher job satisfaction which in turn will have a positive impact on other areas of your business.

Defining workplace flexibility

While most think flexibility in the workplace means remote work, this is actually just one aspect. In a nutshell, workplace flexibility refers to a situation that gives employees the opportunity to do their job in a way that suits their lifestyles and responsibilities. And although it may sound one-sided it is not. A flexible workplace takes into account the needs of both employer and employee in a way that supports improved work-life balance.

A flexible arrangement can take on many forms and could include:

  • Flexible work shifts
  • Shifting arrival and departure times
  • Part-time employment options
  • Shared employment options
  • Remote working options
  • Unlimited paid time off
  • Family or medical leave
  • Caregiving leave
  • Sabbaticals

Implementing flexibility in a workplace

1. Flexible arrival and departure times

More and more businesses are realizing that prescribing working hours is just not feasible for most working people. The focus is on quality, not quantity.

2. Remote working

The COVID-19 pandemic forced employees to work from home but as things are opening back up, many employers are still allowing their staff to work remotely. The important thing is that employees do their job and they can do so equally well from home, or a coffee shop or any other remote location.

3. Compressed work weeks

This does not necessarily mean working fewer hours, it means relocating standard working hours into fewer working days than would be for a normal average working week.

4. Other options

A flexible job can go far beyond these points. There are various other options you can provide that could include:

  • Caregiving leave: Businesses recognize the importance of providing flexibility for family care when needed.
  • Term-time work: This gives parents more flexibility to take paid or unpaid time off during school holidays.
  • Unlimited PTO: This is attractive to employees because they have peace of mind they are able to take time off when needed.

Managing Paid Time off

It is critical to have a reliable leave management system to ensure employees are satisfied and engaged. It is easily underestimated just how much of an impact absenteeism has on employee productivity levels. A poor leave tracking system can present various setbacks including unauthorised absenteeism, lack of leave planning and reduced productivity. This is why using a good online leave management system is essential — because it takes care of all this for you.

Rather than be overwhelmed by a minefield of paperwork, take control with an online leave management system that allows you to process and automate the leave process, save management time, reduce payroll errors, eliminate paperwork and implement a straightforward approach to handling leave requests.

If you would like to give it a try we can assist. LeavePro is offering a 14-day free trial, all you have to do is signup. You can also book a demo to help you navigate the system.

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zoe<![CDATA[More and more businesses are offering employees flexible work options which not only retains staff but attracts new talent. So where do you begin? Here is a guide:]]>
Employee Benefits You Could Be Offering Your Staff in South Africa2022-11-09T00:00:00+00:002022-11-09T00:00:00+00:00https://www.leavepro.co.za/blog/employee-benefits-you-could-be-offering-your-staff<![CDATA[

The benefits you offer employees are not only crucial to their wellbeing, and their productivity, but it’s also important if you as a company wanting to attract top talent. Yes, you are required to offer certain statutory benefits but you want to go above that baseline. So where do you begin?

First you need to establish who is entitled to benefits. Full-time employees (employees who typically work 40 to 45-hour workweeks) are entitled to benefits whereas contractors are not entitled to benefits in South Africa. Employees on fixed-term contracts may be entitled to benefits, depending on the nature of the contract. It’s also important to notice that employees on probation may not be entitled to all benefits but they are entitled to statutory benefits, which are as follows:

  1. Overtime pay
  2. Family responsibility leave
  3. Sick leave
  4. Maternity leave
  5. Paternity leave
  6. Unemployment insurance fund (UIF)
  7. Compensation for occupational injuries and diseases (COIDA)

Health insurance:

Although South Africa does provide free medical care to everyone in the country, the truth is that private insurance provides quality care that public health insurance may not. Because health insurance is expensive in South Africa, promising better coverage can draw and maintain top talent.

When it comes to the types of health insurance you have two choices: work with a benefits provider to offer a group policy to all employees or provide a stipend, allowing employees to choose their own plans.

13th month bonus in South Africa:

While many companies give employees bonuses of some sort in December, not all offer a 13th month bonus, which amounts to one month’s pay for each employee. Though the bonus is not a statutory requirement, it is a benefit that is highly appealing to potential employees and is also a staying card for current employees.

Retirement funds and pension schemes:

Many employers do already provide some sort of pension scheme or retirement contribution system to staff but if you are not, it is worth considering as a benefit to employees. From defined benefit pension schemes to defined contribution programs, funds vary widely.

Personal time:

In addition to paid time off, more and more companies are offering wellness days and personal time off, which allows employees to handle personal things that do not fall under sick leave or vacation time. This can be anything from car checkups to attending events like parent-teacher conferences or just a time out to destress.

It’s not always easy keeping track of who is off, who has taken off, when that person will be off, how much leave have they accrued and whether it is in compliance with the BCEA. An online leave management system can help streamline the process and accurately track the leave process so that there is no confusion and so that you do not have to worry about conflicting schedules, employees taking time off when they have already exhausted their leave and costs involved with errors that would occur if you were tracking it all manually.

If you would like to give it a try we can assist. LeavePro is offering a 14-day free trial, all you have to do is signup. You can also book a demo and we can show you how the system works and answer any questions you may have.

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zoe<![CDATA[Employee benefits are one of the most important things to consider if you want to attract top talent or retain staff. Here is the ultimate guide to employee benefits in South Africa]]>
How to Drive Employee Engagement2022-10-24T00:00:00+00:002022-10-24T00:00:00+00:00https://www.leavepro.co.za/blog/how-to-drive-employee-engagement<![CDATA[

Driving engagement is a tough task at the best of times — when employees all come together in a shared workspace — so driving engagement with a remote team will certainly be challenging.A recent survey found that a significant number of employees working from home felt less engaged than before, were working less productively and experienced more distractions and interruptions. They were also less motivated. So how can you help make employees feel connected, motivated and inspired? Here are a few ideas:

1. Respect boundaries

When working from home it’s easy to let the boundaries blur and allow for work to start to creep into personal lives and areas of our lives that were previously out of bounds.“We need to be respectful of boundaries, particularly time, and offer employees the flexibility they need to balance the demands of work and personal life by managing schedules, projects and expectations,” said Terri Brown, Director at Logical Truth, an Employee Marketing Firm, in an essay for HR Pulse. “Failing to support employees in creating healthy boundaries between work life and personal life may result in mental or emotional stress and in the long-term burnout.”

2. Reward and recognise

When working from home, it’s easy to feel disconnected from colleagues and managers. This can lead to employees losing sight of the bigger picture and how they contribute towards it. In the end, morale and motivation will inevitably go out the window.This is why Brown says reward and recognition are key components in driving employee engagement.“By recognising employees you’ll continue to get more of the behaviour you’re looking for as well as demonstrate to employees the progress they’re making,” she said. “Using a structured reward and recognition programme is a great way to maintain morale, but don’t underestimate the impact of spontaneous recognition, particularly when it’s public.”

3. Keep employees in the loop

Organic communication is how employees stay in touch with what’s happening. Those short water cooler conversations and chats across the desk or in the passage are important. When that is taken away, employees start to feel out of touch with what is happening. This can occur despite participating in online meetings, which tend to be transactional in nature rather than strategic. The solution?“Take the time to connect with staff and share news about your organisation and team goals, objectives and performance so that employees can see how they’re contributing and have a sense of progress, as well as an opportunity to ask questions and check-in,” Brown said. “Tech can really empower you by providing platforms that make connecting with remote workers intuitive, experiential and human.”

4. Wellness

Employee wellness is not just a fad, it is essential when it comes to positive company culture. Studies have shown that 70% of employees with access to a wellness program report higher levels of job satisfaction. This filters down into many other aspects of the business including lower employee attrition, higher customer satisfaction and higher business profitability.“Wellness, both physical and mental, is particularly critical for remote workers, especially in the context of COVID-19,” Brown explained.

Offering services like coaching, trauma counselling or debt counselling, she added, recognises the psychological needs of employees and the upside of seeing employees holistically is greater engagement.“By supporting the wellbeing of your employees you’re looking after the health of your organisation,” Brown said.

5. Paid time off

Paid time off is essential when it comes to employee engagement. How? It has a knock-on effect. Time off leads to enhanced productivity and also boosts motivation among employees who generally tend to be happier and more driven than those who are overworked, overtired and take very little paid time off.

It does come with its challenges though. Manually tracking leave is daunting, with one of the main concerns being that employers have to manage the time of employees effectively so that everyone in the organization is productive. Leave tracking involves keeping records of sick leaves and holidays, as well as ensuring that the payroll gets done in an error-free manner and on time.

The advantage of an online leave management system is that it can take care of all this for you. It eliminates human error, minimizes paperwork and ensures adherence to the BCEA. There are various other benefits to an online leave management system. Leave balances are tracked automatically, managers can easily see who will be away, allowing them to plan accordingly, and can approve and reject leave applications at the click of a button while employees can put in requests for leave and easily check their balances.

If you would like to give it a try we can assist. LeavePro is offering a 14-day free trial, all you have to do is signup. You can also book a demo to learn more about how the system works.

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zoe<![CDATA[It's tough to drive employee engagement when your workforce is operating remotely but not all hope is lost. Here are some tips to keep staff motivated and inspired.]]>
Qualities to Look for When Hiring an Employee2022-10-10T00:00:00+00:002022-10-10T00:00:00+00:00https://www.leavepro.co.za/blog/qualities-to-look-for-when-hiring-an-employee<![CDATA[

Hiring the right employee is important regardless of what line of business you are in. It is much easier said than done though. The recruitment process on its own is a tough one. You have to post a job description, review CVs, arrange interviews … then you still have to pick a top candidate from a long list of hopefuls. Knowing what qualities to look for when hiring an employee can make all the difference. Here is a checklist to keep in mind during the interview process.

1. Teamwork

Most jobs require collaboration and sometimes even management, which is why it’s important that your candidate is able to work well with a team.

2. Willingness to learn

The world is changing fast. There is a constant influx of new information, as well as new technological developments taking place all the time, and you will need an employee who is willing and able to learn and grow.

3. Communication

A good communicator is able to clearly get messages across, whether verbal or written, and is able to also grasp other people’s meanings. Communication is an essential quality to look for when hiring an employee.

4. Self-motivation

A self-motivated employee doesn’t require micromanagement to get the job done. Instead, they are eager to do a good job regardless of external rewards.

5. Leadership

Strong leadership skills can move your company forward and can also guide your team members. Hiring an employee with strong leadership skills can have a massive positive impact on your business.

6. Reliability

Hiring an employee who is reliable and dependable means you are hiring someone who you can trust. This is an important trait to consider during the interview process as a reliable worker will be able to get the job done and they will do it well.

You have interviewed dozens of hopefuls, you have found the perfect fit for your company, now what? You want to win over your candidate but how? The first step is to keep things professional every step of the process. You also want to sell candidates on your company and the opportunity. Don’t just offer them a job, offer them a future. And make an offer they cannot refuse. Mention the benefits and perks that come with working for you.

Something worth keeping in mind is that, according to research, employees favour flexible working schedules and paid time off over pay increases. So you may want to consider offering your staff remote work opportunities as well as the opportunity to take time off without feeling apprehensive to ask.

This is something you can easily manage with an online leave management system that will take care of the entire leave management process. You need not have to go through all the paperwork when employing someone new. With a good online leave management system you can simply add their details and the system will take care of tracking their leave. To find out more why not give LeavePro a try? You can sign-up for a 2 week trial, or book a demo.

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zoe<![CDATA[Choosing the right employee is tough, especially if you're picking from a long list of potentials. It helps to look for certain qualities, which we've listed here.]]>
Manager Burnout: What You Need to Know2022-09-20T00:00:00+00:002022-09-20T00:00:00+00:00https://www.leavepro.co.za/blog/manager-burnout-what-you-need-to-know<![CDATA[

Manager burnout is a very real concern for organizations amid the COVID-19 pandemic. Statistics have shown that it is becoming increasingly common in the workplace. At issue is that, while employer and manager burnout are similar, burnout within the manager segment can be threatening to productivity as this group is responsible for leading teams and others. “Managers – particularly middle managers – are in a uniquely precarious position. They’re looking out for their team below while trying to solve problems for the team above,” Click’s Head of Marketing, Michelle Graham, told HR Morning recently. “And all of this is done simultaneously,” she said.

Middle managers worldwide are suffering burnout and the pandemic has only worsened this. The stats don’t lie. According to HR Morning:

  • 66% suffer from burnout.
  • 76% are overwhelmed.
  • 59% feel overworked.
  • 72% feel increased pressure to deliver.
  • 59% are working longer hours.
  • 84% internalize fault for high employee burnout.
  • 91% are having trouble working remotely, compared to individuals and executives.
  • 89% of HR executives agree managers must lead with empathy in a hybrid model, but investments in managers are floundering.
  • 68% of HR leaders agree the hybrid work model responsibilities are overwhelming for managers, but only 14% of companies took action to reduce manager responsibilities.

Additionally, only 60% of managers said they felt as if they could manage their workload. Since the pandemic hit, burnout has become such a prominent issue that the World Health Organization (WHO) labeled it as an “occupational phenomenon,” HR Morning noted. And manager burnout is only getting worse. The problem is that leaders within organizations are not bringing their problems to executives. “Why? Because they don’t have time to breathe. And if they don’t have time to breathe, how are they supposed to create meaningful experiences for employees? They can’t,” Graham said. “As a result, they’re looking up and down. But they’ve lost all sight of their own satisfaction, growth and balance.”

As a result, many are considering exiting their jobs. So what can you do to reduce manager burnout?

Connecting managers with tools and technologies that allow them to manage their staff is one step. Alleviating the pressure by equipping managers with the resources that enable them to no longer worry about manual check-ins can make a massive difference. This includes implementing a good online leave management system that takes away the stress of having to track leave manually. This can be an unnecessarily overwhelming and stressful task that contributes to manager burnout. Manually managing the leave process involves paperwork and most importantly time that can be spent on other tasks. An online leave management system is an important part of any company that takes care of all of this for you.

It is also essential to manage your managers. They need to feel as if they are continuously developing in their work and overall lives, which is why it is vital that you have coaching conversations with their managers just as they are expected to do with their employees.

Organizations need to address the five aspects of employee wellbeing — career, social, financial, physical and community — to reduce burnout and stress as well as depression and anxiety. This applies to managers as well. Through the right strength-based conversations about work and overall wellbeing, organizations can positively influence the overall lives of their managers.

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zoe<![CDATA[Manager burnout is a major concern to organizations. At risk is that many are considering quitting their jobs. Here's what you need to know about manager burnout.]]>
How To Incorporate A Flexible Work Week Without Losing Productivity2022-09-12T00:00:00+00:002022-09-12T00:00:00+00:00https://www.leavepro.co.za/blog/flexible-work-week-without-losing-productivity<![CDATA[

The COVID-19 pandemic forced companies to send staff home to work and although a degree of normalcy has returned and offices are reopening, many businesses are still choosing to incorporate a more flexible schedule policy.

While there are numerous benefits to allowing staff the flexibility of working their own hours from where they want, many employers are still concerned that it will result in a loss of productivity. Members of Forbes Human Resources Council have weighed in to share their best strategies for implementing a flexible work policy.

1. Focus on results and deadlines, not time and hours

John Feldmann of Insperity explains that employers should understand that different workers are more productive at different times of the day. “Therefore, they should shift their focus to work results and deadlines rather than the time of day and number of hours worked in order to achieve a successful outcome,” he says. “By entrusting employees with the freedom that a flexible schedule allows, they will work that much harder to maintain their employers’ trust.”

It can be helpful to invest in the right tools to train and track performance and engagement, says Rachel Lyubovitzky of EverythingBenefits. “Ultimately it’s about collaboration and getting the work done,” she adds. “If employees are empowered to do that without ‘doing the desk time,’ this will drive a more engaged and productive workforce.”

A tool such as LeavePro can also be used to help with leave management, and let employees see in advance who will be away.

3. Hold regular one-on-one meetings

“Flexible work schedules mean managers need to work extra hard to stay connected with their people,” explains John Morgan of LHH. This is why frequent one-on-one meetings are critical in a virtual environment when managers might not be able to tell if an employee is having an issue and needs help. “They’re also shown to boost engagement and productivity,” Morgan notes

4. Set core hours

When implementing a flexible work schedule policy it is critical to set core hours to maintain productivity, says Jennifer Rozon of McLean & Company.“It ensures that my team can work collaboratively while providing the flexibility needed for employees to work when they’re most productive and sustain a work-life balance.,” Rozon continues. “As a leader, I also need to model the right behaviors to support this flexibility.”

5. Create mutual contracts for employees

“Start with trust and a mutual contract with your employees,” says Margaret-Ann Cole of Porter Novelli. “Most companies didn’t lose productivity during the pandemic. It is an archaic view of office work to think that everyone must be in an office nine to five. Provide learning and communication tools and determine which channels are best for innovation, collaboration, and communication. Let employees help design the best work environment for themselves.”

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zoe<![CDATA[How To Incorporate A Flexible Work Week Without Losing Productivity.]]>
Management Styles in the Workplace and How They Impact Mental Health2022-08-27T00:00:00+00:002022-08-27T00:00:00+00:00https://www.leavepro.co.za/blog/management-styles-in-the-workplace-how-they-impact-mental-health<![CDATA[

Management style in the workplace can actually have a massive impact on your employees’ mental health, which is why it is so important to recognize what yours is. How you run your team plays a role in your staff’s performance, self-esteem and influences whether or not they feel valued. We have highlighted three main types of management styles in the workplace, which was noted by Bizcommunity, and take a closer look at how they affect mental health.

* Autocratic management style

In this management style, communication is a one-way street — from managers to employees. It is controlling and power-dominated and involves micromanagement. Employers tend to be somewhat wary of employees, who they struggle to trust.

An autocratic management style in the workplace can leave employees feeling dissatisfied and even resentful. Their performance may slip because they do not engage, and they may end up tired, burnt out and fearful of their higher-ups.

* Democratic management style

Communication in this management style is two-way between employers and employees. Teamwork is encouraged and staff are involved in decision making. There is a sense of trust between the team and management and employees feel comfortable enough to express their opinions and ideas. This leads to higher productivity and has a positive impact on the mental health of workers.

* Laissez faire management style

In the Laissez faire management style, managers in the workplace trust employees to do their work without supervision. All decision-making and problem-solving is done by staff and the manager is simply involved in the delegation and delivery stages, but even then workers have the freedom to do their work. Needless to say, in this management style, employees in the workplace are often satisfied and more content in their roles.

Management style plays a massive role in promoting good mental health at the workplace but there are several other strategies management can implement to ensure positive mental health.

A good place to start is with regular check-ins that allow workers to communicate openly with managers about how they are feeling. That being said, open communication should not be limited to these check-ins. Having an open communication policy that allows team members to share ideas, opinions and even disagreements could help to boost mental health.

Managers can also introduce a mental health support plan in which organizations can provide resources to help with mental health. This could include counselling sessions, meditation classes or even mental health leave days, which could become essential if employees are struggling. This can only benefit an organization, Dr. Ali Hamdulay said while writing for the South African Depression and Anxiety Group (SADAG).“Mental illness in the workplace leads to decreased productivity, increased sick-related absenteeism, poor work quality, wasted materials and even compromised workplace safety,” Hamdulay noted.

Due to stigma, employees may be reluctant to ask for a mental health day which is why it is helpful that companies introduce this in addition to regular sick leave. And, if processed via an online leave management system like LeavePro, will not cause any admin issues, or conflicts with the BCEA.

If you would like to know more about our online leave management system click here.. You can try it out for 14 days for free, or contact us at support@leavepro for more information.

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zoe<![CDATA[How you manage employees in the workplace can directly impact their mental health. This is why it's important to know yours. Here are 3 common management styles.]]>
How to Motivate Employees (2024)

FAQs

How do you motivate unmotivated employees? ›

Unmotivated Employees? Follow This Advice To Keep Them Engaged
  1. Invest In, Respect And Reward Employees. ...
  2. Give Employees A Sense Of Purpose. ...
  3. Demonstrate Interest In Employees' Personal Lives. ...
  4. Offer Flexible Work Hours. ...
  5. Explain How Employees Help Meet Company Goals. ...
  6. Celebrate Wins. ...
  7. Empower Employees To Envision Their Futures.
Jan 30, 2023

How do leaders motivate employees? ›

How To Motivate Your Team As A Leader - 10 Strategies
  • Understand the psychology behind employee motivation. ...
  • Leverage the six human needs. ...
  • Examine your company culture. ...
  • Know and share your vision. ...
  • Lead by example. ...
  • Develop your self-awareness. ...
  • Master communication. ...
  • Building rapport and trust.
Nov 11, 2023

How do you inspire and motivate employees? ›

How to inspire employees
  1. Pay attention. ...
  2. Meet them where they are. ...
  3. Communicate expectations. ...
  4. Establish trust and autonomy. ...
  5. Develop positive work culture and work-life balance. ...
  6. Show gratitude and recognize achievements. ...
  7. Be open and available.

How would you inspire a struggling employee? ›

Here's how you can motivate underperforming employees:
  1. Set expectations.
  2. Determine the source of their lack of motivation.
  3. Provide support.
  4. Get them moving.
  5. Encourage communication.
  6. Monitor their progress.

What to say to motivate your team? ›

Ensure positive reinforcement
  • “You can do it!”
  • “Thank you for your good work.”
  • “Thanks for your role in this project. It was crucial.”
  • “You'll do a great job!”
  • “We, not I.”
Apr 24, 2023

How to motivate a lazy employee? ›

Provide Constructive Feedback and Opportunity to Improve

Once you've identified the problem, it's essential to monitor progress. Check-in regularly, provide incentives for good work, and demonstrate clear consequences for continued poor performance.

What causes poor staff motivation? ›

What causes employees to lose motivation?
  • Boredom.
  • Lack of confidence in management decisions.
  • Unmanageable workload.
  • Unsuitable working environment.
  • Lack of career progression.
  • Feeling under-appreciated.
  • Issues outside of work such as family illness, bereavement or financial worries.

How do I fix lack of motivation at work? ›

How to stay motivated at work: 7 tips
  1. Take breaks. ...
  2. Change your environment. ...
  3. Set goals. ...
  4. Reward your wins. ...
  5. Be self-compassionate. ...
  6. Try reducing stress. ...
  7. Discover what motivates you to do a great job at work. ...
  8. Seek help.
Feb 10, 2024

How to encourage employees to work harder? ›

  1. Recognize a good job. Catch people doing it right and acknowledge it. ...
  2. Express clear company goals. Another motivating factor for employees is clearly defining the goals of the company. ...
  3. Give individual and team rewards. ...
  4. Provide a Positive communication.

How to make employees happy at work? ›

Employers can actively promote work-life balance by discouraging overtime and encouraging employees to take regular breaks and vacations. Implementing remote work options and providing access to wellness programs, fitness facilities, or stress-reduction activities can also contribute to a healthier work-life balance.

How do you motivate demotivate employees? ›

Seven Ways To Motivate Staff In Demotivating Times
  1. Communicate Your Plan to Give Rewards Later. ...
  2. Don't Let Any Good News Go Unpublished. ...
  3. Emphasize Employee Recognition. ...
  4. Encourage Participation. ...
  5. Make Employee Development A Priority. ...
  6. Minimize Ambiguity. ...
  7. Create Trust.

What is one way to improve motivation? ›

Set yourself one specific, achievable goal. Think about how to include that goal in your life, what you need to do to make it happen. Then put a timeframe on it (such as one week or one month). Break your goal into small, easy tasks and set regular reminders to complete each step.

What is the best motivator for employees? ›

The number 1 motivator is employee recognition. When employees feel appreciated, they do better work. In fact, 81% of employees say they feel motivated to work harder when a boss shows appreciation. Recognition can take many forms.

What is the most successful method of motivation? ›

5 motivational techniques to help you achieve your goals
  • Set yourself a bigger goal.
  • Set smaller goals along the way.
  • Do your research.
  • Get support.
  • Stay positive.

What is the best way for a boss to motivate their employees? ›

Top 10 ways to motivate your employees:
  1. Make your business a pleasant place to be. ...
  2. Be a respectful, honest and supportive manager. ...
  3. Offer employee rewards. ...
  4. Give them room to grow. ...
  5. Share positive feedback. ...
  6. Be transparent. ...
  7. Offer flexible scheduling. ...
  8. Offer food in the workplace.
Nov 24, 2022

How do you motivate employees in difficult times? ›

Here are my lessons learned on how to motivate others through tough times:
  1. Meet them where they are. ...
  2. Be supportive. ...
  3. Be directive. ...
  4. Give them a “why”. ...
  5. Acknowledge that it's tough. ...
  6. Don't do it alone. ...
  7. Recognize the small wins. ...
  8. Remind them it's not permanent.
Oct 12, 2023

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