CareerVive’s Post

Steps to Motivate Your Employees Septo Indarto Motivating your employees so that their performance improves is the goal of all companies. All companies want to have employees who have appropriate competencies according to their field. Companies have an obligation to increase the motivation of their employees. Companies need to think about and design the steps they must take to motivate employees: Acknowledgment/Attention. When your employees achieve something they have achieved something. The recognition given can be in the form of an award for that achievement. Employees will always be enthusiastic and work, so that their performance can be optimal. One-on-One Coaching. Fostering employee development through coaching. You must have time to do coaching so that your employees know their strengths and weaknesses. Coaching is very useful for improving your employee's performance. Career Path. Your employees need to know what the potential future holds for them, what opportunities are offered to them to increase their performance growth. Set career paths within your organization. Do you promote talented and accomplished employees from within the company? Every superior must be observant in seeing this situation. But when you have difficulty finding employees who excel within your company's internal environment, another thing that must be done is that you must find a solution by looking for talented employees from outside your company. One thing you should always consider first is considering internal personnel. If you do this you are sending a very positive message to everyone that there are indeed further career opportunities within your organisation. Attend seminars. This is an effective method and is often used by many companies. Attending seminars will gain new knowledge so that employees have new knowledge to improve their skills in the workplace. Seminars can provide other benefits, namely that we can get to know other seminar participants and that is very useful in creating networking for ourselves in the future and we can discuss with other participants about the benefits of the seminar we are attending.

Steps to Motivate Your Employees Septo Indarto Motivating your employees so that their performance improves is the goal of all companies. All companies want to have employees who have appropriate competencies according to their field. Companies have an obligation to increase the motivation of their employees. Companies need to think about and design the steps they must take to motivate employees: Acknowledgment/Attention. When your employees achieve something they have achieved something. The recognition given can be in the form of an award for that achievement. Employees will always be enthusiastic and work, so that their performance can be optimal. One-on-One Coaching. Fostering employee development through coaching. You must have time to do coaching so that your employees know their strengths and weaknesses. Coaching is very useful for improving your employee's performance. Career Path. Your employees need to know what the potential future holds for them, what opportunities are offered to them to increase their performance growth. Set career paths within your organization. Do you promote talented and accomplished employees from within the company? Every superior must be observant in seeing this situation. But when you have difficulty finding employees who excel within your company's internal environment, another thing that must be done is that you must find a solution by looking for talented employees from outside your company. One thing you should always consider first is considering internal personnel. If you do this you are sending a very positive message to everyone that there are indeed further career opportunities within your organisation. Attend seminars. This is an effective method and is often used by many companies. Attending seminars will gain new knowledge so that employees have new knowledge to improve their skills in the workplace. Seminars can provide other benefits, namely that we can get to know other seminar participants and that is very useful in creating networking for ourselves in the future and we can discuss with other participants about the benefits of the seminar we are attending.

Steps to Motivate Your Employees Septo Indarto Motivating your employees so that their performance improves is the goal of all companies. All companies want to have employees who have appropriate competencies according to their field. Companies have an obligation to increase the motivation of their employees. Companies need to think about and design the steps they must take to motivate employees: Acknowledgment/Attention. When your employees achieve something they have achieved something. The recognition given can be in the form of an award for that achievement. Employees will always be enthusiastic and work, so that their performance can be optimal. One-on-One Coaching. Fostering employee development through coaching. You must have time to do coaching so that your employees know their strengths and weaknesses. Coaching is very useful for improving your employee's performance. Career Path. Your employees need to know what the potential future holds for them, what opportunities are offered to them to increase their performance growth. Set career paths within your organization. Do you promote talented and accomplished employees from within the company? Every superior must be observant in seeing this situation. But when you have difficulty finding employees who excel within your company's internal environment, another thing that must be done is that you must find a solution by looking for talented employees from outside your company. One thing you should always consider first is considering internal personnel. If you do this you are sending a very positive message to everyone that there are indeed further career opportunities within your organisation. Attend seminars. This is an effective method and is often used by many companies. Attending seminars will gain new knowledge so that employees have new knowledge to improve their skills in the workplace. Seminars can provide other benefits, namely that we can get to know other seminar participants and that is very useful in creating networking for ourselves in the future and we can discuss with other participants about the benefits of the seminar we are attending.

What are the benefits of coaching? There are many benefits of coaching, all of which can contribute to overall life and work satisfaction. Here are just a few of the ways coaching can benefit you: Personal: 1. Increased self-confidence- Coaching can help build self-confidence, which can help individuals feel comfortable in taking on responsibilities and utilising their strengths. 2. Improved work performance- Work performance can improve with the implementation of coaching as individuals become more self-aware of their way of working and confidence builds. 3. More effective communication skills- Communication skills can improve as individuals start to increase self-awareness and adaptability in communication styles. 4. Personal and professional development- Coaching allows individuals to self-develop both in a personal and professional context. 5. Establish and take action towards achieving goals- Coaching can help individuals to set their own impactful goals and support them in achieving their goals. Organisational: 1. Empower individuals and encourage them to take responsibility- When individuals within the organisation feel empowered, it contributes to the organisations overall performance. 2. Increases employee and staff engagement- Coaching can increase employee engagement as teams and individuals feel confident within their roles, taking on more responsibility and taking initiative. 3. Helps to motivate and empower individuals to excel- Individuals and teams can excel when they feel motivated and encourage by their employer. 4. Helps to build high performing teams- When their is investment in individual and team development, it contributes to the building of high performing teams. 5. Helps identify both organisational and individual strengths- Identifying individual and organisational strengths allows the company to thrive. Want to know more about how coaching can benefit you? Get in touch today! hello@talentheads.co.uk

The art of coaching is the art of assisting discovery – Bill Courtney Struggling to keep your continuous improvement (CI) initiatives on track? You’re not alone. Other organizations also face this challenge. Here’s one suggestion: coaching. Coaching isn’t just about giving advice. It’s about changing your approach to CI and ensuring long-term success. Here’s how: -> Focus on problem-solving: Coaches help teams focus on specific problems. They encourage them to visit the actual site of the issue. This hands-on approach leads to more precise and effective solutions. -> Enhance employee engagement: Coaches give guidance and support. This fosters a culture of continuous improvement. It not only drives business growth. It also keeps employees motivated and engaged. -> Develop skills: Coaches help individuals at all levels develop the necessary skills and mindset to be part of CI initiatives. This ongoing development is crucial for keeping momentum and achieving long-term success. -> Encourage cross-functional collaboration: Coaches often ease collaboration across different departments. They bring diverse perspectives together to solve problems more innovatively and effectively. Organizations can choose between internal and external coaches based on their specific needs. Internal coaches offer familiarity with the company culture. External coaches bring objectivity, specialized expertise, and fresh perspectives. So, if you’re looking to create a more engaged, capable, and motivated workforce, consider the impact a coach can have on your CI initiatives. ___ I help organizations mobilize their teams towards effective processes. Let's connect and make a real difference, one step at a time

Coaching Underperforming Employees: A Roadmap to Success Helping an underperforming employee isn’t just about pointing out where they fall short; it’s about guiding them to realize their potential and contribute meaningfully. Here’s how you can make a difference: Set Clear Goals: Start by setting precise goals and expectations. Every session should have a clear purpose that aligns with the employee's development path. Build Trust: Trust is the foundation of effective coaching. Without it, progress stalls. Create a safe space where your employee feels supported, not judged. Provide Resources: Equip them with the tools they need to succeed—whether it’s additional reading, targeted exercises, or expert reports. Knowledge empowers growth. Establish a Feedback Loop: Growth thrives on feedback. Make it a continuous, constructive conversation, focusing on actionable insights and encouraging improvement at every step. Reward Progress: Recognition fuels motivation. Celebrate their wins, big or small, to keep them striving towards their goals. When they know their efforts lead to rewards, their drive to succeed intensifies. Effective coaching transforms challenges into growth opportunities. By following these steps, you're not just helping your employee improve—you’re building a stronger, more resilient team.

The Joy of Mentoring: Nurturing Future HR Leaders   As I reflect on my current role as a mentor to two talented HR professionals at different stages of their career journey, I am reminded of the massive privilege it is to guide and support individuals as they navigate the dynamic world of Human Resources.   Over the past six months, I have had the pleasure of working closely with these professionals, supporting them in setting up processes, delving into case studies, offering advice on day-to-day challenges, and structuring impactful 1-on-1 sessions complete with constructive feedback. Witnessing their eagerness to learn, their unwavering passion for HR, and their commitment to growth has been truly inspiring.   As a HR consultant I am no longer officially leading a team, so I find immense joy in being an integral part of someone professional journey this way instead. The opportunity to convey knowledge, provide guidance, and witness firsthand the transformative impact of mentorship reinforces my belief in the importance of investing in the next generation of HR leaders.   Looking ahead, I am filled with anticipation to see where this journey will lead my mentees. The steps they have made in just six months are commendable, and I am confident that their potential knows no bounds. As I continue to support their growth, I am reminded that in mentorship, there is great exchange of knowledge, experience, and inspiration. Interested in coaching and mentoring? Reach out!

COACHING Techniques For Improving JOB SATISFACTION 🌻🌻🌻🌻🌻🌻🌻🌻🌻 ⭕ Strengths-based coaching: Focusing on employees' strengths rather than weaknesses can boost morale and job satisfaction. ⭕ Goal-setting coaching: Helping employees set and achieve meaningful goals aligns their work with personal aspirations, increasing satisfaction. ⭕ Work-life balance coaching: Supporting employees in balancing work and personal life commitments can reduce stress and increase job satisfaction. ⭕ Empowerment coaching: Encouraging autonomy and decision-making authority empowers employees and enhances job satisfaction. ⭕ Mindfulness and stress management: Teaching mindfulness techniques and stress management strategies can improve overall well-being and job satisfaction. ⭕ Career development coaching: Assisting employees in identifying career paths and providing opportunities for growth and advancement enhances job satisfaction. ⭕ Team-building and collaboration coaching: Promoting effective teamwork and collaboration fosters a sense of belonging and satisfaction among team members. ⭕ Conflict resolution coaching: Equipping managers with skills to address conflicts constructively can reduce tension and enhance job satisfaction within teams. ⭕ Cultural sensitivity and diversity coaching: Training coaches to navigate diverse workplaces sensitively fosters inclusivity and boosts job satisfaction among employees from different backgrounds.#india

Coaching provides a crucial space for personal development. Managers often encounter employees struggling with low confidence and hope to resolve the issue with a short term strategy. 80% of people who receive coaching report increased self-confidence. 70% benefit from improved work performance, relationship and more effective communication skills. Our approach is to address the root causes of confidence issues and promote deep-seated mental shifts that empower your team to integrate their true selves into the workplace. This heightened self-confidence translates into greater resilience and assertiveness. It empowers individuals, encouraging them to take ownership of their roles and responsibilities. This empowerment leads to increased employee engagement and improved overall performance. Employees feel motivated to excel, fostering an environment where they feel supported and valued. Let CareerVive leverage coaching to unlock your team's potential and drive long-term success. Book your free consultation now. Let's talk. https://lnkd.in/gKijSwG3

Coach or fire unproductive employees.   When a new employee is not as productive as you expected, what do you do? You have three choices: 1) Fire them, 2) Live with them, 3) Coach them.  If fire them, we know how extremely expensive the process is to hire another employee and how do we know the new employee will be any more productive? And keeping them on the payroll may be even more expensive not only due to their being a low productive employee but the added cost of low morale, lost sales, and the potential of others leaving the company. But why not coach them to increase their productivity. We know this is usually the best way in most instances, but do we know how to coach? We may think we know but unless you have had the experience, training, guidance of knowing what to coach, this too could be very frustrating. Here are some areas to consider determining your base coaching parameters: 1)    What does success look like for the position? What are the key metrics? 2)    How do you measure success for a position? What are the detailed metrics used or expected? 3)    What areas is the employee not up to standards? One you have determined the above and find there are more than one area needing improvement, don’t try and solve all at the same time. Select one area and concentrate on this area until a positive pattern is established. Then select another and follow the same procedure.  A great way to help you with the above challenges is to use a quality behavioral assessment such as the PXT Select™ by Wiley. Not only will you be able to determine what makes an employee a top performer, but you will also be able to use the professional coaching suggestions provided. Contact us and let’s discuss if this fits your organization.