Our Management Training Workshops

By introducing our Management Training workshops to your staff we help ease the negative effect of change on both managerial and supervisory personnel. The change in job responsibilities, the change in personnel, job duties, and the rising challenge of developing subordinates are specific goals of our learning systems workshops. We are highly successful at helping Managers and Supervisors learn and adapt to the necessary skills and proper behaviors to be successful at work as well as in their personal lives.

For more information on our management training workshops please contact us.

As a part of our management training workshops, Managers and Supervisors will learn how to:

• Minimize the chance of miscommunication by understanding what people are really saying, and why
• Deal with difficult people, manage tense situations, and resolve conflict
• Make use of proven active listening skills to improve your ability to gain helpful information
• Be able to facilitate, guide, and close discussions in one-on-one or group settings
• Improve understanding and communication by giving and receiving good feedback
• Use ideas submitted by a member of the team without causing other members to be defensive
• Develop a comprehensive team building strategy that improves productivity of the whole team
• Emphasize the value of working toward common goals without devaluing individual accomplishment
• Define and set up a method to track staff activities
• Be able to manage time and work assignments effectively
• Conduct team meetings that capture and hold the audience’s attention
• Interview and hire the right person for the right job
• Save time and work more effectively through the use of a clear time management plan
• Understand and comply with proper hiring and managing requirements
• Communicate effectively with both superiors, peers and subordinates
• Become effective coaches for their work team
• Conduct accurate and difficult performance appraisals

 

Management Training:
Employee Retention Management Workshops - Words Of Appreciation Can Make The Difference

Often employees leave jobs because they feel unappreciated. Employees need more than making a good salary and having a nice work environment: They need to feel appreciated for who they are and for their contributions.

Whether right or wrong, human beings have a need to feel appreciated. Most of us have at some point felt discouraged after working very hard and giving it our all, only to see that no one pays any attention to our efforts.

Perhaps is a sign of maturity not to need appreciation, to be able to be satisfied with knowing you did the right thing, and that you gave it your best. Few people are so mature; most people need to know their efforts mattered, that someone or something benefited from their contribution.

How to Express Your Words of Appreciation to an Employee

Mean it - Expressing appreciation just for show is just a tiny bit better than not expressing it at all. But showing appreciation that comes from the heart is infinitely better.

I've seen managers that praise their employees or go though elaborate recognition events in an effort to fulfill their quota of showing appreciation to employees. Those managers don't really feel grateful, but they know they need to appear that way.

Employees know when words of appreciation are authentic, when they come from the heart. Call it a sixth sense, but an employee can tell when he's getting recognized for real, and when for show.

Say why the appreciation is there - Explain how the employee helped you or the company, so the person can see the full reach of their actions. The employee may have done the deed because it made sense to him and seemed like the right thing to do. But he may not have the complete picture as to how that deed helped you. Tell him how using the right thank you phrases.

For larger deeds, give your words of appreciation in person, take some little goodie with you: a plant, a box of chocolates, whatever may fit the person. For smaller deeds, you can write a hand written note and put in the mail. Or make a phone call. Use email as a last resort or for more common deeds where you still want to show your appreciation.

When the deed calls for it, involve a third party. You can express your appreciation for what the employee did to someone else, like your boss or other people in the department. The employee will know that you feel appreciative enough about what he did that you are willing to talk about it with others.

When You Don't Feel Appreciative Toward Employees

What if you don't feel any gratitude for what your employees are doing? Perhaps you think that they are doing the bare minimum to get by. Or perhaps they make lots of mistakes, or are constantly complaining or wasting time. If this is the case, you are facing more basic morale problems than someone feeling unappreciated at work. Skip this article altogether and read more about workplace communication.

Perhaps you do feel appreciative, but doubt that employees need your words of appreciation. Just put yourself in their position, try to remember the times you received appreciation from your manager for your contributions. It felt good, didn't it?

Beyond Words of Appreciation
There will be deeds that merit more than words of appreciation; they will merit raises, promotions, and full blown recognition. By any means, give them.

Still, never forget that sincere words of thank you are worth more to some people that all the awards and the spotlight. The praise goes to the head, the appreciation goes to the heart.

Showing appreciation for your employee can make the difference between him leaving or loving his job.

Imelda Bickaham: link

Subject: Management Workshops

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