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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.

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: How To Fix Tardiness April 5, 2011

Posted by Kevin Burns in accountability, attitude, build a better workplace, building a better workplace, business strategy, communication, engagement, how to, kevin burns, keynote speaker, leadership, management, tardiness, workplace.
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When you let people get away with tardiness, you tell the rest of the staff – the other eighty percent of your workforce – that it’s OK to be irresponsible and you actually encourage more of the same behaviour. You, by not enforcing consequences, are making yourself look bad and ineffective as a manager.

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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

Video: Employees Are NOT Created Equal February 15, 2011

Posted by Kevin Burns in acknowledgement, attitude speaker, boss, business model, career, corporate culture, engagement, hiring, kevin burns, keynote speaker, management, management speaker, manager, middle manager, performance, results, speaker, survey, time management, workplace.
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Too much effort is spent in managing people into conformity. The truth is that too many managers want one employee to be just like another employee – one who models the traits and gets the results management likes. It’s counterproductive when managers start trying to manage their employees the exact same way. It’s worse when they expect each employee’s results to be the same.

http://vimeo.com/19732173

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

 

Has Casual Friday Gone Too Far? December 14, 2010

Posted by Kevin Burns in attitude, casual friday, communication, conversation, corporate culture, corporate culture turnaround specialist, culture, engagement, kevin burns, keynote speaker, management, manager.
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The backlash has started. Companies across North America are fighting back and actually placing rules and stipulations on Casual Friday attire. The Reason? Apparently people can’t be trusted to make their own appropriate clothing choices. But more likely, managers have been completely ineffective at establishing and communicating a set of boundaries for staffers to operate in.

Some organizations are refocusing and re-naming their Casual Fridays “First Date Fridays” and encouraging their employees to dress as though they were attempting to impress a first date by wearing something appropriate and sophisticated. Others are banning jeans outright so they don’t have to deem one pair of jeans acceptable and another not. No flip-flops, no tank tops, no shorts, no halter tops and yes, underwear … always. Other organizations are offering their employees the chance to dress down (just a little) for a donation to a charity.

Right now the data is being gathered to determine whether Casual Day is leading to a slide to casual service, casual language and casual productivity. I will bet it does. If you lower the standard in one area of your workplace you end up lowering the standard in all areas. Casual is casual no?

The problem is that for the employee, Casual Fridays make the day all about the clothes (or lack of them in some cases) and not about the work anymore. If your people aren’t grasping the whole “dress responsibly” thing, it’s likely because you, as a manager, have been ineffective in getting the message across.

Casual Fridays is as much a test of communication and Culture as it is about wearing your comfy clothes for a day. If you want your people to dress appropriately, articulate effectively what you would like to see. Otherwise, you’ll be putting out fires from staff members who are offended by the dress of other staff members.

Casual Fridays can work but like the other four days of the week, there are standards that must be adhered to.

Oh, and for a chuckle, watch this short clip from CBS’s The Office about Casual Fridays.

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.

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