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Video: Where To Find The Best Employees May 25, 2011

Posted by Kevin Burns in build a better workplace, building a better workplace, business strategy, committee, corporate culture, Employee Engagement, engagement, high-performance, HR, human resources, kevin burns, keynote speaker, leadership, management, productivity, workplace.
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Where To Find The Best Employees from Kevin Burns on Vimeo.

Kevin Burns, Workplace Expert, shows you where to find the best workers. Do you HONESTLY think high-performers who are happy with their work are going to be checking the newspaper want ads or paying any attention to your “Now Hiring” sign in the front window? The only people who are likely to respond to your ads or your Help Wanted sign are the people who are already looking for a job – the available. And there is a reason that they’re available.

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Video: How Managers MUST Engage Staff May 18, 2011

Posted by Kevin Burns in build a better workplace, building a better workplace, business strategy, communication, corporate culture, Employee Engagement, engagement, kevin burns, keynote speaker, leadership, management, middle manager, workplace.
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How Managers Must Engage Staff from Kevin Burns on Vimeo.

Workplace Expert, Kevin Burns, thinks that the real purpose of a good manager has been lost with too many meetings and too much paperwork and that perhaps it’s time managers changed their minds and philosophies of what they are there to do. The truth is that managers work for the staff and NOT the other way around.

Video: A Manager’s Easy Performance Review April 13, 2011

Posted by Kevin Burns in attitude, building a better workplace, business, business strategy, communication, Employee Engagement, kevin burns, keynote speaker, leadership, management, performance review, workplace.
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Performance reviews rank second on the list of management duties that managers dread – right behind firing someone. The problem with these reviews is that they are left up to the manager to once a year to prepare something to say to the employee.

One-Phrase Engagement March 29, 2011

Posted by Kevin Burns in build a better workplace, business strategy, communication, Employee Engagement, engagement, kevin burns, keynote speaker, management, workplace.
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Employees, left to their own devices, are likely to become distracted and maybe even bored with some of the work. But employees who are engaged by their bosses, who have regular conversations and are given small attainable tasks to accomplish are more likely to keep focused and on task. So how do you go from being an absentee manager to one who engages immediately?

Video: Who Is To Blame for Employee Engagement? March 1, 2011

Posted by Kevin Burns in accountability, build a better workplace, business, business paradox, communication, corporate culture, Employee Engagement, engagement, kevin burns, keynote speaker, management, morale, office party, workplace.
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Kevin Burns, Workplace Expert rants on the fact that it just doesn’t seem right that all of the blame for what is wrong with the workplace gets placed squarely on the shoulders of the disengaged employee.

Video: Create A Mission For Your People February 22, 2011

Posted by Kevin Burns in build a better workplace, business, career, communication, Employee Engagement, engagement, kevin burns, keynote speaker, management, mission statement, workplace.
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Missions Statements are so muddled full of ambiguous language usually created by committee that has dumbed down and watered down any idea to be so empty of any meaning, that no one could take ownership of it. Don’t ever let a committee prepare your mission statement. So how do we fix it?

http://vimeo.com/20250260

Managers: How To Handle 100+ Emails/Day February 9, 2011

Posted by Kevin Burns in advice, boss, business, business model, career, email, Employee Engagement, engagement, how to, kevin burns, keynote speaker, management, manager, middle manager.
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Are you a manager who handles upwards of 100 emails per day? Well, the bad news is handling 100 emails a day is not management. That’s treading water. If you’re treading water as a manager, you’re doing it wrong.

http://vimeo.com/19731981

 

When Managers Make People Wait December 9, 2010

Posted by Kevin Burns in boring, boss, communication, corporate attitude expert, corporate culture turnaround specialist, Employee Engagement, engagement, initiative, kevin burns, keynote speaker, management, management speaker, manager, middle manager, Tweak, waiting.
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Don’t you just hate standing in line? Banks have that long cattle pen (moo). Airports have the same line, even though you’ve already checked in AND put your own luggage tag on your luggage you still have to line up to give someone the bag. Huh. And now even stores like Best Buy make you line up like cattle (moo) if you want to return something to their store. It seems that buying is efficient – returning will eat up a good chunk of your life.

Organizations have become quite competent at making customers wait and you’re likely quite aware of how long your customers are forced to wait. But have you considered how much your employees wait?

Employees who are forced to wait, especially waiting for fellow workers, cause your people to think. When they think, they reflect on how bored they are waiting, When they discover how bored they are, they blame the job. When they discover how boring the job is, they disengage.

But you, as a manager, can Tweak™ the disengagement out of your people and get them to actively engage. Tweak™ing can identify problems and boredom before they become problems. Tweak™ Management creates dialogue between employees and managers.

Remove wait times for your employees and they actively engage. But only managers who communicate with their people regularly will be able to eliminate boredom. Otherwise, your people sit around waiting to speak with their managers about how long they are forced to wait.

How Managers End Up With Average Staff December 7, 2010

Posted by Kevin Burns in accountability, attitude, attitude speaker, coaching, communication, corporate culture turnaround specialist, culture of high-performance, Employee Engagement, engagement, high-performance, hiring, kevin burns, keynote speaker, management, management speaker, manager.
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Take stock of your employees right now. You are about to separate your people into three categories.

  1. Category 1: how many of your people could you consider to be the best in your industry – the high-performers?
  2. Category 2: how many of your people would you consider to be at least average (competent) and do decent work?
  3. Category 3: how many of your people would be considered below average?

I will bet that the largest number of your people end up in Category 2.

So why is that? Why are you hiring and managing only average people to turn out average work?

Most managers will make the excuse that 80% of workers are considered average – when in fact it is 1% of workers who are average (right on the mid-point) and 99% either above or below average. It is nothing more than an excuse because it lets managers off without having to try harder to coach their people to become higher-performers.

This is how managers end up with an average staff – they accept that this is the hand they have been dealt and then make excuses for not wanting to make it better – because it seems like a lot of work. But then those same managers complain that their staff members aren’t engaged on the job. Huh. Imagine that.

It’s not workers who have an attitude of “good enough,” it’s their managers who have it. Good enough lets you off the hook of having to coach better, communicate better and to take more of an active interest in their development.

Yes you do have the time. You just have poor priorities. You’re not a paperworker or a meetinger. You’re a manager. So manage – priority one. Make your people better and want to be better. You are the coach – they are the players. Are you going for an average season or are you going to attempt to win the championship.

The job is “people-work not paperwork.” Re-prioritize.

People-work Not Paperwork December 2, 2010

Posted by Kevin Burns in boss, communication, corporate culture turnaround specialist, Employee Engagement, engagement, kevin burns, keynote speaker, management, manager.
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It’s the simplest management philosophy ever: people-work not paperwork.

Your job as a manager is to manage people. Make your people your first priority – always.

Your paperwork and meeting with other managers should be secondary to managing your people. After all, the title is Manager – not paperworker, not meetinger. So do just what the title says – manage.

  • Move your meetings with other managers to off-hours and lunch-hours.
  • Stop hiding behind paperwork in your office.
  • Stop making phone calls from anyone but your people more important than your people.
  • Start engaging your people the same way you want them to engage themselves in their work (if you won’t do it, why should they?)
  • Start giving your people honest, consistent feedback.
  • Expect them to trust you not because you’re their manager but because you take an active interest in their success.

If you aren’t touching each member of your team at least once a day, you’re doing it wrong. Someone’s going to do it better and your good people will be inclined to go to work for them instead.

People-work not paperwork. Now get out of your office and go meet the people you’re supposed to be leading.

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