Back in the early 1980’s the Software Engineering Institute began research to assist in resolving these issues. They came up with the Capability Maturity Model which encourages software development companies to use processes that are mature, or that have been tested and are known to have a high level of results and a low risk of unknown complications. A mature process was necessary not only to save money on fixing glitches and bugs, but also to keep customer service satisfaction levels high, as they had begun to suffer from all of the necessary problems and the work involved in finding a solution.

These same problems can have a significant impact on the workplace as well. Imagine installing new software on each employee’s computer only to have slow down your workforce by 50% or more because of problems or glitches. Most of your employees were likely resistant to the change to begin with and presenting a program that gave them troubles only compounded the reasons they had for their fears.

Does your office have a mature method for implementing change? Do you research the possible outcomes in an attempt to determine which have the highest probability for success with the least amount of problems? This concept can be applied to the new employee hiring process, to training, and to everyday client-problem solution scenarios.

Take a look at your workflow and determine whether or not you have a mature process for solving problems or if you simply grasp at straws. What changes can you make to improve the way your business functions?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”

Of course, whatever plan you implement is not just a one-time occurrence, but a long-term commitment to a method that will produce measurable results over time. You, your fellow managers, and your employees must all work together to understand what problems exist within your organisation and to determine which actions would best solve those problems.

Your continuous improvement plan will help with team building as well because it will not only encourage you to work together in order to evaluate and analyse a situation, but will also promote teamwork as you organise and plan your course of action. Every business will have different problems, thus requiring a different continuous improvement plan. Remember, however, that a continuous improvement plan is something that must carry you far into the future. It may be changed or modified as necessary, but the need for continuous improvement will never disappear!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training Course

Click below for a:
FREE email course “Improve Your Management Skills”

The theory assumes that there are two types of forces that influence change, driving and restraining. Driving forces are those that are directing change in a certain direction and usually keep the process of change in motion. Restraining forces usually resist the driving forces and can present themselves in a number of ways, including through lack of enthusiasm, anger, or simple equipment malfunctions.

It becomes necessary to find equilibrium, or balance, between the driving and restraining forces. For example, a person in a management situation may find that being rude, demanding overtime, and having strict rules regarding breaks is a driving force in keeping the department running. Employees, however, become unhappy and resist by calling out sick, returning late from lunch, and by not paying attention to details on their projects.

In order to find balance, you must figure out how to alter the driving forces in a way that will still maintain productivity while reducing the restraining forces as well. Once you’re able to find balance, your employees will be happier and your department will run smoothly again.

Take a close look at your work groups. Have you found the right balance?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”

Take a deep breath, relax, and prepare to alleviate part of your workload. Here are three things to keep in mind as you assign work to a team member or employee:

• It’s easier to complete a project if you’re working on, or at least know about, the entire project. Don’t give pieces of the project away unless you’re willing to tell your team member about the scope of the overall project. The lack of communication from not sharing this information may result in a project that doesn’t in with the rest of the puzzle.

• Do you have a vision for the outcome of the project you are giving away? Your vision and his vision may be different based on the description you give. Speak up and tell your employee what your expectations are for the project. If you don’t speak up, don’t complain about the end result not being as you expected.

• Be sure to clearly identify the timeframe within which you expect the project to be completed. Let your employee know how often you want status reports in order to ensure the project stays on track.

Delegating your authority by assigning projects doesn’t mean simply throwing a task on someone’s desk and letting the cards fall where they may. You have the responsibility to clearly communicate your expectations and work with your team member to achieve positive results.

Give it a try – I think you’ll like the results!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”

Everyone experiences periods of time that are busier than others but you have to make sure that an excessive workload is not the norm. Are your team members constantly faced with high workloads and impossible deadlines? If so, they’ll feel overwhelmed and rushed and they’ll be more likely to make mistakes. Have you noticed a trend like this within your department? You may need to determine whether or not it’s possible to reshuffle the workload within your team structure, figure out whether or not you need to request additional staff, or simply approach upper management about the amount of work you are receiving.

Insufficient Training

There’s nothing worse than being asked to work on a special project only to find that the main project entails work skills you have no experience with. If you have an employee who works in the widget department 5 days a week, you can not expect him to perform well if you suddenly throw him in the wocket department for a few days instead. That employee will constantly worry that his lack of experience or training will contribute to poor job performance. Fear of poor job performance will lead to stress, which in turn will make the employee dread coming to work each day. Make sure that your employees are qualified for each and every project you assign. If not, make sure you clearly express that you realize there is a lack of training and that the new project will be a closely monitored educational experience.

Weak Management

Face it - as a manger you have a huge impact on the level of stress your employees feel while at work. An uninformed employee will feel a sense of uncertainty which will in turn contribute to a level of stress that makes it difficult to function within the workplace. Make sure you are constantly communicating business changes, project guidelines, and any other important information as soon as possible. Don’t leave your employees in the dark.

There are plenty of other factors that can contribute to stress in the workplace. We’ll go over these and some of the ways to deal with stress in future posts. Until then, take a look at your team members and determine whether or not any of them may be feeling undue stress. Is there anything you can do about it?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

There are three main concerns when it comes to determining whether or not implementing a reward system will hinder or help your business:

1. Will an employee’s attitude change? While it is possible for an employee to produce high-quality work with a not-so-wonderful personal attitude, he will, more often than not, have a better attitude if he feels his work is appreciated.

2. Will your employees begin to exhibit behavioral changes? The hope is that they will because employee reward programs will keep them satisfied. They’ll be less likely to call out from work, waste time, or look for new jobs. Of course, your employee rewards have to be worth their efforts or they’ll become disgruntled and stop trying to achieve the goals you’ve set.

3. Will the rewards you choose have a motivational effect? In the end your employees will work harder not only because they want rewards but because they know their work will be evaluated often.

In the end, it comes down to whether or not you are able to implement an employee reward system that is favorable to both your organisation and the employees themselves. What are some of the ways you reward your employees for their hard work and dedication?

Thanks again,

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

Each and every one of us prepares for life as we live it. We observe what is going on in the world around us and form an analysis about what is going on. We take what we have learned and then use our imaginations to generate new ideas that allow us to solve problems. Before taking action, we take a personal inventory of the ideas we’ve created, judge which are best, enhance the best ideas, and then evaluate which will work best. Once we decide which are best we can then implement and live with the new plan.

Whether we realise it or not we all cycle through each step of the directed creativity cycle. We all think carefully in order to make calculated movements that will impact our lives, our leadership abilities, and our relationships.

Of course, research on the directed creativity cycle doesn’t discuss whether or not the “imagination” really exists, assuming only that it does. It also assumes that the creation of new ideas is only worthwhile if they become reality. These ideas, of course, are a matter of interpretation, but if one is able to creatively come up with new ideas that allow them to function in the world, who are we to argue?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”

Here are a few things you can do to help your employees prepare in advance for their appraisals:

Set Expectations

Let your employees know what to expect during the appraisal process. Let them know that the appraisal process involves both the employee and the management team. Your employees should know that they are expected to be prepared at the time of the appraisal – with a clear understanding of his or her job description, ideas concerning his or her strengths and weaknesses, and with ideas concerning his or her projected career path.

Alleviate Fears

Make sure your employees understand that the appraisal process was not created to criticize or put-down his or her performance. Nothing that happens during the review should be a surprise. If you have a problem with your employee’s performance you should have addressed it already, and in the review you should review whether or not the changes you have discussed need to occur. Your employees should understand that their viewpoints will be heard, respected, and taken into consideration.

Self-Evaluations

As tedious as they may seem, having an employee complete a self-evaluation form prior to an appraisal will give you great insight as to what he or she thinks of his job. A good employee should be able to honestly evaluate himself and write out his ideas concerning strengths and weaknesses in certain areas. I can always tell which employees are confident and which are not (or which are terrified of the review process) by the way they complete their self-evaluation forms. Use these forms as a guide when planning your physical meeting.

Remember, the appraisal process should be looked upon as a tool for growth, not as an opportunity to chastise, punish, or discourage employees. Keep the experience as positive as possible and you’re employees will thank you later with their hard work and dedication!

Thanks again,

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

Imagine that your company has grown successfully and that you are about to open a second branch office two towns over. The new office will be smaller and the corporation does not plan to hire a second office manager until the new location grows. You will now be responsible for both offices.

In order to make the new office function you must split your team in half. They’ve all worked together well for quite some time, but you must now take a look at the team and determine how it is best split. You’ll hire new employees for both offices, but the new office will need to have staff that is already experience as well.

If you were in this situation, what criteria would you use to decide which employees would move to the new office and which would stay behind? What would you do to ensure that all of your employees were as comfortable as possible with the changes? And, finally, what would you do to make sure that your current employees and the new ones you hire are able to work well together?

Leave your thoughts in the comments. I’d love to hear your approaches to this difficult situation!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

When working with team members and employees, remember that they won’t necessarily pick up on how to use a new piece of technology over night. They must first go through the following phases:

• Awareness,
• Exploration and Filtration,
• Learning,
• Personal and Professional Application, and
• Sharing and Reflection

The technology learning cycle, otherwise referred to as TLC, exposes people to technology and allows them to explore the ways those tools can be used within both their personal and professional lives. They have the opportunity to learn how to use each tool functionally and then share their new skills with others.

Every single time we learn about new pieces of technology we have the opportunity to go through the same cycle of learning. As managers, we have the unique position of being able to guide our employees through this cycle as well, giving them not only new knowledge, but they tools they need to succeed in business!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
Free email course “Improve your Management Skills”