The Online Newsletter for Clients of Express Services, Inc.

Ring in the New Year Right

Five Tips for Effective Leadership

Whether your organization plans to grow operations or to increase profitability, planning for the new year requires effective leadership skills from the top down. That?s why it is important to consider how you will lead those who work for you to accomplish your organization?s goals and objectives for the new year. The following five tips can help managers lead more effectively.

First, focus. Devote the necessary resources to priority projects, remembering the 80/20 rule ? that 20% of the things you do will get you 80% of the results you want. Make sure that organizational goals, objectives and efforts reflect those priorities. Don?t get bogged down by the mundane tasks, which probably comprise 80% of what you do. If you find yourself spending too much time on little things, stop immediately, sit down and organize your tasks by priority. Take the top 20% and reallocate time, resources, people and money to them. You will be surprised at how this changes and redefines your leadership style.

Next, communicate. Tell the people who work for you what you want, including priorities as well as short-term and long-term goals and expectations. Welcome their creativity in executing these goals, and beware of micromanaging. Only give detailed directions if requested. However, don?t assume that your employees know what your expectations are unless you have shared them; give and encourage feedback.

Reward, encourage and promote employees who accomplish their goals. Remember that nothing encourages trust or builds relationships like praise for a job well done. Keep in mind that using praise carefully can keep its power sharp. Furthermore, use monetary or tangible rewards for exceptional work. Some employers use restaurant gift certificates to encourage employees for a job well done, while others choose cash rewards or time off. Also, promote employees who consistently perform excellent work. This will not only encourage individual employees to work hard, it will also make your leadership position work for you.

Make discipline a part of your leadership style when necessary. If something deserves discipline, be the first to recognize it and take action. If you ignore bad behavior, you are only making the situation fester and forcing your employees to bear the brunt of the situation. However, only use discipline when needed. Don?t rule with an iron fist or fall into the trap of using discipline just to establish your leadership position. This will make your workers distrust you and create an environment where they are too afraid to function. Balance these tendencies and use discipline as a tool when necessary.

Finally, lead by example. If you have established goals and priorities, spend your time working on these goals along with your employees. Model what you say your values are and follow your own guidelines for behavior. Make your actions, attitudes and words work for you by measuring up to your own expectations.

Following these five simple tips can turn simple management into great leadership, making your workplace and workforce function more smoothly.

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Keep Your Workforce Well

Avoid the Threats of Presenteeism

As the holiday season ends and workers are back in full force, you may notice a few more coughs and tissue boxes filling the office. Some employees may choose to stick it out by staying at work despite a mild ? or major ? case of the cold or flu. This is especially true for those with time-off plans that don?t allocate for traditional sick leave: feigning wellness could mean more days to check out the beach in the summer.

The fact is, the issue of presenteeism, when sick workers stay at work rather than taking time off to recover, is growing no matter what the time-off plan employees are under, especially for seasonal illnesses. Research shows that when sick workers stay at work, productivity goes down, costing businesses money. Other than the risk of lost productivity, one of the main concerns about ill workers working while sick is the threat of making other workers sick as well.

A recent survey of employers showed that they want workers to go home instead of staying at work to risk getting co-workers sick. The survey by publishing firm CCH said that almost half of employers surveyed said they think it is a problem when workers show up sick. That number is up almost 20% from last year. Problems such as lower productivity, lost creativity and quality, as well as the potential of spreading illness were cited as concerns.

So what can you do to alleviate the threats of presenteeism to other workers? One of the key components reducing presenteeism?s threats is to keep the best interests of ill workers and their co-workers in mind. Remember that it is more important to keep most of your workforce well than to make sure one worker is on the job. Sending sick workers home is the most obvious solution. In fact, the CCH survey showed that 62% of organizations follow this practice.

Also, educate your employees about why staying at home sick is important and encourage communication about their needs in creating solutions to make doing so possible. Create a culture that encourages workers to stay home when they are sick and that doesn?t penalize them personally when they have to do so.

Using flexibility in your approach is as invaluable to preserving workforce morale as it is to maintaining productivity levels. If a worker feels well enough to work but may be contagious, consider having them work from home for a few days until they are no longer a threat to making other workers sick. Though it may result in minimal productivity loss for the ill worker, it will help keep the rest of your workforce well.

Have an open policy and try your best to create solutions that are equitable for everyone involved, but be careful. Exercise judgment, keeping in mind that handling ill workers well will mean a healthier workforce and healthier productivity levels.

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Make Time Work for You

Part Four: Who are the Catalyzers?

Is your desk crammed with photos and other important personal effects? Do you show up for work excited because of the people you get to work with and meet? Do you try to include everyone involved in a project and keep them on track? Does helping people motivate you? If this describes you, you?re probably of the Catalyzer time temperament.

Basically, a Catalyzer is someone who uses and views time according to how it helps them build and maintain relationships. If you don?t have this time temperament, that?s OK, keep reading. You probably know people who are Catalyzers, and especially in a work environment, it is important to understand how other people?s time temperaments can impact their work styles and how they use time.

The Catalyzer is characterized by connecting with people and groups and connecting people and groups with each other. They organize their world so that duty and structure are balanced with people and values. Interpersonal relationships are key priorities, and Catalyzers are often preoccupied with meeting the needs of others to the extent that they have to work harder to finish all their personal tasks.

To manage time effectively, Catalyzers should make use of tools such as calendars, planners and organizers that allow personalization and flexibility. Catalyzers should be involved in projects that reflect meaningful contribution to the team or organization. Having a place where their passion for people and values can contribute to the success of business objectives is also important for Catalyzers. Often, they need to learn ? or be coached ? to say ?no? so that the needs of others don?t overwhelm their ability to perform their own duties well.

When working with Catalyzers, it is important to help them keep workforce morale high and to value their contributions to the team. Remember that being connected to their work?s mission and values, as well as having relationships with co-workers, keeps them motivated and performing well. Listen to the ideas of Catalyzers and give them feedback, not just when requested. By treating other people ? including the Catalyzers in your workplace ? personably, you will prove to Catalyzers that you value relationships and will build their trust, a key component to managing this time temperament.

Check out next month?s edition of e-Xchange to learn how to identify and work with Strategizers.

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Employment Situation Summary

United States

Non-farm employment rose by 215,000 jobs in November, and the unemployment rate was unchanged at 5%.

Major Industry Employment for November 2005

? Construction: + 37,000

? Manufacturing: + 11,000
? Retail Trade: + 9,000

? Professional & Business Services: + 29,000

? Educational & Health Services: + 36,000

? Leisure & Hospitality: + 29,000

? Government: + 21,000

Canada

Employment increased by 31,000 jobs in November, and the unemployment rate fell 0.2 percentage points to 6.4%.

Major Industry Employment for November 2005

? Construction: + 24,000

? Business, Building & Other Support Services: + 12,000

? Accomodation & Food Services: + 23,000

? Educational Services: + 12,000

? Health Care & Social Assistance: - 17,000

? Finance, Insurance, Real Estate & Leasing: - 15,000

? Natural Resources: - 11,000

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