Every manager hates having bad staff members in their team. I am sharing 5 actions for bad staff members at work to build trust, not fear. 

 Maintaining team trust is super important to keep team motivation and performance high.

Taking any action with problem employees is difficult enough. Even worse is the action you take is going to impact your teams trust, motivation, and performance – hopefully positively rather than negatively.

 Many managers when facing a bad team member take actions that negatively impact trust, motivation and performance of their teams.

 Problem team members could be underperforming employees, disruptive employees, negative team members … you must take action to limit the impact of a bad employee on the team.

 Make the action you take to tackle a problematic employee fair and reasonable and escalate step by step. This gives bad team members plenty of chance to improve. 

 How to manage problematic employee must start with you being clear on why you are taking action. Take action to help the team overall and the business. Don’t take action is your mindset in on retaliation, revenge, using your position to control etc. The time will find out and trust will be seriously damaged. 

 With problem employees in the workplace, you must make it easy to them to improve. Make the time to coach and mentor them and show they how they can improve. This makes the corrective action you take a lot fairer.

 I have found coaching underperforming employees a great way to encourage the majority of bad employees to improve and become productive happy team members. This is great to build trust with the team members watching what is happening.

 It is rare that you can take staffing decisions on your own. Being fair towards problematic employees makes it a lot easier to build support with your manager, HR and other stakeholders. This in turn makes it a lot easier for you to take effective action with the bad staff member.

 Lastly, any action you take must mean the team wins overall. If you are putting in a lot of time and effort, you want the team to be better off afterwards. This helps everyone and it helps you.

 Good luck and remember, be fair and reasonable without be “too nice”.

Jess

Enhance.training

How managers build trust in teams matters. Being able to build trust quickly is more than a skill. Building trust starts with your approach to the team, what you believe in and how you display this to your team as much as what you do and say. 

I am taking you through 5 key principles for how managers build trust in teams.

How to build trust in teams starts with what you think and what you believe. Both influence your decisions, your actions and your behaviours which is what the team see day in day out. 

 Creating trust at work is driven by the messages your decisions, your actions and your behaviours communicate about who you are and more importantly how you are going to treat the team.

 As a manager, building team trust is so much easier if everything you do is focused on helping the team do their best. Contrast to how hard it would be  winning team trust if your decisions and actions focused on helping you personally rather than the team.

 Adopt the mindset that your job as a manager is to help and support the team to do their best and you will find gaining trust at work from your team a lot quicker and easier. 

 The principles I share in this video build trust in teams, because they are honest and follow timeless social rules such as reciprocity. You can tell you team what you are doing and the result will be the same – trust will be built with the team.

 The first principle for how leaders build trust in teams is to practice what you ask for. If you want the team to tell you the truth and be realistic, then you much tell them the truth and be realistic. Do you best to live the rules you set within the team. Team pay a lot more attention to your decisions, actions and behaviours than what you say.

 The second principle to get your team to trust you is to tell it how it is. This is being trustworthy yourself and ensuring that everyone in the team knows where they stand. This is super powerful in building trust in teams when combined with diplomacy, tact, and empathy.

 The third principle for how to build trust in your team is to build personal connections. Create the conditions that make it easy for the other person to trust you as a person. Demonstrate consistently that you have their back for example. This is a different level of trust than the team trusting in your professional competence (which is also important).

 The fourth principle for how to build team trust is to champion transparency and openness. Being open is incredibly powerful when building trust within your team and between teams. There are no suspicions about being used, about fear of being hoodwinked etc. The facts and data show that what the team is being told is the truth. 

When you have an open style in terms of your communication, you build trust in the team much more easily. 

 The fifth principle for how to build trust in a team is to listen and action on what your team provides. Your team members have a lot of knowledge that you don’t. They are likely to be closer to the action that you, which means they will spot problems you won’t . They will have great ideas about how to solve those problems. You won’t find any of this out without listening to them carefully. This approach is amazing for building trust at work. 

Jess

Enhance.training

How to gain respect from your team is on the mind of every manager taking on a new team. I share 10 practical tried and tested approaches making gaining respect from your team a lot easier.

I am sure you want to be respected by your team. I certainly did. I learnt early in my management career that team respect managers that help them. Help them a lot and they respect you a lot.

 When thinking about how to earn your team’s respect, don’t focus on underhand techniques or quick fixes. They rarely work and certainly don’t work for long. 

 The 10 ways to make your team respect you I am taking you through work quickly – in weeks – and then will be working just as well in 5 years with the same team. You can tell them exactly what you are doing, and it will not harm your efforts in how to get your team’s respect. 

 Core to a manager role is their work to help team member do better. Work smarter, learn new relevant skills, deliver more impressive results etc. How to gain the respect of your team is tied directly with how well you help the team. Help them a lot and you get a lot of respect in return.

 How to get respect from your team is also directly linked to how well you build your respect for your team members. They will have something that you can genuinely respect and admire.

 For managers, being friendly but not necessarily friends, will you to get respect at work.

 Another great approach to make your team respect you is to match your actions and decisions with what you ask of the team.

 One of the best approaches for how to win your team’s respect is to listen to their ideas and solutions and implement the best ones. Give them the credit due and they will be delighted with you.

 Another approach for how to earn respect as a leader is to be prepared to change your mind. This demonstrates your respect for them and your pursuit of what is best for the team.

 You can absolutely implement any and all of these approaches. You will have most, if not all, the skills needed already. Put in some work and effort. Implement one approach until you are comfortable it is working well and then add the next one.

 It won’t be long before you gain respect from your team and quickly gain the respect of any future team you manage.

 If you have any questions about “How to Gain Respect from Your Team – 10 Tried & Tested Approaches”, please email me at [email protected] 

Jess

Enhance.training

Persuading others at work to help you, to provide you information, to join a meeting is probably an everyday event for you. 

 I take you through 8 winning approaches for persuading others at work and include practical tips so you can implement each. 

Nearly every job will involve using persuasion skills at work. Those that learn how to be more persuasive save a huge amount of their time each day and get what they want more often.

 You start to convince people to agree with you from an early age. Yet not many people stop and consciously analyse and reflect exactly what they are doing and not doing when they are using their influencing and persuading skills.

 Take the time to think about each of these 8 approaches for how to be more persuasive at work compared to what you are doing now. Improve the areas which are not as strong.

 When you are persuading your manager or even persuading groups, do your homework and put yourself in their shoes. Think through their pressures, their desires and what they want and need. The better you understand the other person, the more persuasive you will become.  

 When thinking about how to convince others try to answer what is in it for them. If you can position what you want in terms of how it helps them, they are much more likely to agree.

 Show your confidence when persuading a manager or persuading your boss. If you believe, then they are much more likely to. I share tips of how to build your confidence to enable you do show confidence.

 Use facts more than opinion – a key tactic in how to convince the boss or anyone else. Everyone has an opinion. Few have a reasoned argument backed up by data and facts.

 Do you best to prepare counters to objections when planning how to persuade someone. 

More advanced tactics to convince people include introducing scarcity and exclusivity. 

 Finally, what medium you use when convincing other matters. Face to face is a lot more effective than using just the phone. Email, chat and texts are great for conveying information but poor when trying to persuade others at work. 

If you have any question on “8 Winning Approaches for Persuading Others at Work”, please leave them in the comments section below and I will get back to you. 

 Jess

Enhance.training 

What should you do when you get treated unfairly at work? Explore 3 key options including “Is it worth fighting unfair treatment at work?”

I also include 4 key tactics to improve your success in fighting unfair treatment at work from colleagues and unfair managers.

There will be many occasions where you feel you are being treated unfairly at work. Most of the times these will be minor or un-intended mistakes made by colleagues or managers that are not repeated regularly.

 There are lots of sensible ways of handle unfair treatment at work when it is fairly minor. 

 In this podcast, I am covering unfair treatment in the workplace which is intentional and repeated regularly, or bullying, or similar tactics intended to control and put you down in some way.

 Having to handle an unfair manager or deal with significant unfair treatment at work is not fun or easy. 

 Being unfairly treated at work over a period of time leaves you with three main choices:

1.                Continue ignoring the unfair treatment or do little in response

2.                Leave and get a job in another company

3.                Fight the unfair treatment

 Who is treating your unfairly is pretty huge. How does their influence within the business compare to yours. The bigger this difference is, the harder it will be to change their unfair treatment.

 Finding a new job in another company is a hassle and it does take time and effort. This is a common response and often is the easiest, particularly if you can move jobs easily. If you have a bad boss, this is probably your easiest choice.

 Doing nothing or little in response as a way to handle unfair treatment at work can be a good choice. If the unfair treatment is for a short period of time and you know it will end. This will avoid the risk of creating waves or being labelled as a problem employee.

 If doing nothing is impacting your ability to your work, or your health, then look at other options.

 Fighting unfair treatment at work will take time and energy. There are steps that you should take that will make any action you take more successful which I cover in the video.

 Is it worth fighting unfair boss depends on what is at stake and the difference in influence both parties have within the business. 

I also share my experience to deal with unfair treatment at work. I have tried doing nothing, leaving and fighting, each with pros and cons for me personally.

 If you have any questions on “Is it Worth Fighting Unfair Treatment At Work?” please email me at [email protected]

 Jess

Enhance.training

Receiving negative feedback at work can be a devasting blow for some or an amazing opportunity for others. 

I share 6 positive ways to manage negative feedback at work so you can transform all feedback into a valuable learning opportunity. 

If you have worked hard, getting negative feedback from your manager or getting negative feedback from a colleague can be a painful blow. It hurts. 

Don’t assume the worst. Most managers make negative comments at work to correct or improve what you are doing rather than to try to put you down. 

Learning how to deal with negative feedback at work in a constructive and positive way will help your confidence and how quickly you learn and thus improve. 

When you are dealing with negative feedback at work ask clarifying questions. Ask questions until you understand why the negative comments have been made and what you can do to ensure positive comments next time. Don’t assume that managers or colleagues will give you great useful feedback from the start. Ask questions.

When you have to deal with negative comments at work made to try to put you down, asking clarifying questions can be a great and professional way to counter it and reduce these comments. 

A key part of how to accept feedback from your boss or anyone is to be appreciative of the feedback. Thank them for taking the time to give you feedback even if you don’t agree with the feedback. This ensures you will carry on getting feedback which is a massive help to you. 

When you respond to negative feedback always think – “What can I learn from this?” This is a great way to stay mentally positive and turn negative feedback into a useful learning opportunity. 

A great way to manage negative feedback at work is to take positive action following receiving negative feedback. This helps you and demonstrates that you will make changes following receiving negative feedback. 

Finally, ask for feedback regularly, particularly if you are a manager. The more senior you get, the less useful feedback you get so make the effort to try to get as much as possible. 

Jess
Enhance.training

Create a team vision that your team understands and relates to, that explains the purpose of their work and how it creates value for the company, and you give them direction and context – both very motivational.

 You will learn 7 ways to create a team vision - linking company strategy to your team.

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Leadership coaching – to increase your impact, your confidence and your team’s results

Bespoke, flexible and confidential personal development for middle managers to board directors. To transition to more senior roles, to improve skills, to increase influence, to get more from those you lead … explore how leadership coaching will help you and your managers https://enhance.coach/

Courses for Managers to Increase Team Performance & Results

The quickest, easiest and cheapest way to improve team results is to improve the management of the team. Learn the management skills and approach that created multiple high performing teams, won “Best Team” prizes and added millions in value. https://enhance.training/msa-usp006/

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When you link company strategy to team objectives you work in the same direction as the rest of the business plus have better co-ordination of activities. This keeps your bosses happy and increases the likelihood of company success. 

 When you understand your team’s contribution to company strategy, you are in a much better position for explaining the purpose of your team. With this in mind, how to create your team vision is easier. 

 I find it useful to think about what problems your team is really solving and once you have these clear, the how to create a team vision in relatable language for the team is a lot easier. 

 Communicating strategy to your team is easier when you have a clear team vision and you can tie this into what each of the team does day to day.

 A team vision becomes even more useful when you can identify the tasks and activities the team needs to do to achieve the team vision. Get the team to work out the inputs needed to achieve the vision and help assign what each individual team member will be accountable for. 

 Finally, create milestones and measurements so everyone is really clear on how far the team is progressing against each objective and towards to overall team vision and their part of the company strategy. 

 Enjoy crafting your team vision.

Jess

Enhance.training 

Practice diplomacy at work and you will go further in your career, be liked and appreciated by more people, build better relationships and be seen as more professional.

 I share 7 Actions to improve diplomacy in the workplace and avoid offending colleagues plus three compelling benefits of being diplomatic at work.

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Gain Career Changing Management Expertise

Access over 200 articles, podcasts and videos dedicated to helping you gain people and management expertise to lead any team to their best performance. Get access to downloads, webinars, live workshops, offers and more. Click here to learn more https://enhance.training/management-skills-hub-ulp000/ 

Courses for Managers to Increase Team Performance & Results

The quickest, easiest and cheapest way to improve team results is to improve the management of the team. Learn the management skills and approach that created multiple high performing teams, won “Best Team” prizes and added millions in value. https://enhance.training/msa-usp006/

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Being diplomatic at work and expressing opinion without offending are incredibly important skills for the workplace. The manager benefits of not offending others is even greater as they have to get on with a wider range of people. 

 Being able to communicate with diplomacy significantly improves your communication skills. One half of communicating relies on the other person and people who are annoyed, insulted or angry simply don’t listen. 

 I have included examples of being diplomatic at work within the video.

 All of us rely on others within the workplace to do our own jobs well. Nearly everyone is part of a team. To build good relationships avoid offending others at work. 

 Some of the benefits of not offending others include being able to be more honest and direct with feedback, which increases the improve their performance, plus you build trust a lot quicker. Higher levels of trust mean deeper, stronger relationships with co-workers. So practice diplomacy to avoid offending co-workers.

 Managers often have more contact with suppliers, customers and internal stakeholders therefore the manager benefits of diplomacy multiply considerably. 

 I take you through 7 actions to practice diplomacy at work. Each is practical and useful in any position and particularly in management. Being diplomatic at work is a skill which needs practice to get good. 

 Enjoy being more influential and getting your way more often!

enhance.training

Working out how to motivate your best employees can be quite intimidating and challenging as a manager. The top 5% deliver 400% more than the average employee. Motivating your top performers matters!

You will learn 5 factors that motivate all team members plus 8 ways to motivate your best employees.

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Leadership coaching – to increase your impact, your confidence and your team’s results

Bespoke, flexible and confidential personal development for middle managers to board directors. To transition to more senior roles, to improve skills, to increase influence, to get more from those you lead … explore how leadership coaching will help you and your managers https://enhance.coach/

Courses for Managers to Increase Team Performance & Results

The quickest, easiest and cheapest way to improve team results is to improve the management of the team. Learn the management skills and approach that created multiple high performing teams, won “Best Team” prizes and added millions in value. https://enhance.training/msa-usp006/

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Get more from team members by creating the right environment that keeps them motivated. How to motivate your best team members takes a slightly different approach than motivating your average team member. 

Implementing the 5 ways to motivate your employees will make a big difference in getting the best from team members. When employees are working because they want to rather because you told them to, they produce better and more output. Make the time to motivate your team through consistently treating everyone equally and fairly. 

Keeping your best employees is harder because they are in demand and can move much more easily. The best employees produce an outsized contribution to your team so getting the best from team members makes an even bigger difference. 

High performers want challenge, development and to be using and improving their skills. If you are able to consistently provide this, you have made a great start in how to retain your best employees.

Another way to improve employee motivation is spend time listening to your team members. Act on the good ideas and suggestions they have. Demonstrate that they are able to change your mind. 

Spending part of each week removing problems will help you get more for all employees and in particular your best performers.

Enjoy implementing these different methods to motivate employees.

Enhance.training

Saying No at work is massively important for the quality of your work, for your ability to properly support your team and the wider business and for your health and happiness at work.

 I share 8 key benefits – what saying no at work give you and how to say no at work without annoying or upsetting the person asking for your time and help.

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Gain Career Changing Management Expertise

Access over 200 articles, podcasts and videos dedicated to helping you gain people and management expertise to lead any team to their best performance. Get access to downloads, webinars, live workshops, offers and more. Click here to learn more https://enhance.training/management-skills-hub-ulp000/ 

Courses for Managers to Increase Team Performance & Results

The quickest, easiest and cheapest way to improve team results is to improve the management of the team. Learn the management skills and approach that created multiple high performing teams, won “Best Team” prizes and added millions in value. https://enhance.training/msa-usp006/

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Having the courage to say no at work when colleagues, bosses or others are asking will make a massive difference to you work life. I am not suggesting you are going to be difficult or disruptive by saying no. Learning the art of saying no at work when there is a good business reasons behind your no, will open a lot more doors for you.

 When you say no at work you will be under less pressure and experience less stress. Of course you will be working hard but not overworking and risking burnout. 

 Learn how to say no at work and you will be able to deliver much better quality work on what you do focus on. You won’t be spread too thin. 

 Become comfortable with the ways of saying no at work and you enhance your reputation and standing in the business. 

 And there are 4 additional reasons why you absolutely should learn and practice how to say no – what saying no at work gives you!

 Learn to say no at work before you become overworked, over stretched and too stressed to do you best work. 

 The first step in how to say no at work is to assess the request being made of you. Make the time to think it through and put yourself in their shoes before you make a decision. Ask questions so you understand the context and the impact of saying no or yes - for you and for them.

 When saying no at work, always explain why you are saying no. Be empathetic and straightforward. You want to give the other person as much chance to plan alternative routes to getting their work done. Be helpful towards them – after all you are working for the same team.

 Make sure you practice saying no – the steps and factors described above and the additional ones shared in the podcast. 

Enhance.training