Ways To Motivate Employees During The Holiday Season

Alexandra ArivillagaMaintaining employee morale during the holiday season can be a pretty arduous task.  Whether it be that the winter days are longer, impending vacation days, or financial holiday stress, employees tend to become preoccupied and somewhat disengaged. Ultimately, it is up the managers to navigate ways to keep employees engaged and on track to meet year-end goals. Developing an enriching culture during the holidays will encourage employees sustain or even improve productivity. How can managers successfully accomplish doing so? Here are a few tips to help keep employees motivated during the holiday season.

Give the office a festive facelift

Transform the office into a space that embraces the holiday spirit. Employees would much rather be at work if they were in a space that was warm and inviting. Managers could even use the decorating the office as a team building  opportunity. The weekly or bi-weekly office meeting could instead be replaced by entire office decorating together.

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How to Banish Workplace Stress

alexandra arrivillagaIt’s a well known fact that companies with healthy and happy employees tend to perform better overall. This is due to the fact that employees have enough energy and focus to perform as efficiently as possible within their roles. Managing levels of employee stress not only makes for  a more pleasant working environment, but it has been proven time and time again that this allows for employees to have a greater output, quality of work  and potential for retention than their stressed out counterparts. While this may not be terribly surprising or revolutionary news, the truly difficult aspect of this information is creating a company culture that truly enables its employees to appropriately manage their stress levels.

From a higher level perspective, CEOs and the executive team need to identify whether or not high levels of unchecked stress are currently impacting their workforce. If that is indeed the case, then correcting the overwhelming levels of stress taken on by the employees needs to be addressed at multiple levels within the company.

While a healthy amount of stress can lead to employees completing their tasks on deadline and taking their work seriously, too much stress is detrimental to all parties involved. With that being said, below are 5 ways that Managers can aid their workforce on the road to stress recovery!

1. Encourage Your Employees to Get High Tech Healthy

From FitBits, to a million apps and a multitude of other health minded apps, make sure that your employees are using tools that will encourage them to get up and move around, drink more water and even get more restful sleep. Whether you decide to sponsor the cost of a new fitness gadget for all employees, encourage everyone to join a particular app, or reward those who wear FitTech the best, make sure that you are communicating a clear message that health is important and that your employees need to create that space for themselves using the tools available.

2. Meditation

Whether you bring in a speaker on the benefits of meditation, create a quiet room with comfy pillows and blankets designated as a meditation space or demand complete silence and reflection for ten minutes out of the work day, make a point to show that meditation is valuable.

3. Offer Support

Although the First two methods of decreasing the amount of stress at work through encouraging beneficial health and wellness practices, offering support is a bit broader. Make sure that your employees have a clearly defined role and that the expectations are transparent. Additionally, it’s important that employees are qualified and trained appropriately for their jobs. There’s nothing like on the job training, but that is often times not enough, so making a point to regularly evaluate where your employees stand in terms of their skill sets and if there are any gaps in their knowledge is absolutely key to helping the employees not only grow, but be able to competently and comfortably fulfill their roles. In addition to ongoing training, offering proper managerial and structural support is key to ensuring that the employees are able to do their jobs well, and get help if they need it. This is critical in de-stressing your workforce.

While all companies maintain a different approach to de-stressing their workforce, these are some of the most helpful ways to do it, but remember that it requires a holistic, thoughtful and realistic approach.

Owl Management Consulting Now in Framingham

Alexandra Arrivillaga Owl ManagementEarlier this week, Alexandra Arrivillaga De Castro, (known in professional circles as Alexandra Arrivillaga) announced that Owl Management Consulting is opening its doors to a third location based in Framingham, MA. This announcement comes after two successful location openings at One Boston Place and Ten Post Office Square earlier this year.

The newest addition to Owl Managment Consulting will act as headquarters for the growing company. This new location has an intersting history of its own as the former home of John A. Lynch. Mr. Lynch was well known for his work as an a writer and photographer, and served as an Honorary trustee of the New England Wildlife Society. 

CEO Alexandra Arrivillaga admits that the experience of opening this new location for her thriving business has been an exercise in having things come full circle. She explains, “When I lived in an apartment in Framingham, I used to walk in Garden in the Woods [botanic garden and headquarters of the New England Wild Flower Society]. This is where I came up with the idea for my company.” She goes on to explain, “Now, I feel I have come full circle opening this location. My real estate agent Ben worked tirelessly to help me find the property. I am so lucky to have my own ‘Garden in the Woods.'”

Alexandra Arrivillaga De Castro’s enthusiasm is palpable, and this new location will provide one more outlet for Owl Management Consulting to provide clients with a number of well-developed services.

 Owl Management Consulting caters to private, public and not-for-profit organizations that seek advisory services. Owl specializes in services that include; customer relationship management, organization change management, diversity training for managers and Strategy, risk management and business process services.

The company’s reputation is built on the strength of delivering master advisory services, under the leadership of communications and management consultant expert Alexandra Arrivillaga.

To Learn more about Owl Management Consulting, visit the company website here.

Learning in the Workplace

Alexandra ArrivillagaEvery year, companies across the country invest billions of dollars in spending on employee education and training. While research suggests that employees who work at companies with comprehensive employee development programs are more engaged, most of these programs don’t actually work.

According to a study conducted by Deloitte, the majority of the companies surveyed for the study claimed that retention, engagement and culture top the list for priorities. These same subjects admitted that improving employee learning programs was also a top priority. One might deduce that these subjects believe that ongoing learning and training is the way to improve retention, engagement and company culture.

While this may be true, another consulting company found that many of these development programs are not effective.  The following tips are suggested for improving employee development programs:

Managers are the Key

In the past, managers played the role of mentor and passed along valuable skill sets and advice to their employees. While ideally that is still the case, the manager is often overburdened today, and may not have enough time or incentive to continue this tradition. In order for managers to effectively coach their employees, the managers need the support, space and time to do this.

 

Skill Set Shelf Life

The kind of information gained through a mentorship or a formal program have the potential to help an employee throughout their career. However, when looking at technical skills, these change practically by the day. Technology is changing all of the time and a skillset relevant today may literally be obsolete tomorrow. This heightened realm of innovation underscores the necessity for frequent training. Instead of spending months on one skill, employers should be identifying ways to share relevant information immediately, then move on to the next.

Be Flexible

The goal of these development programs should be to equip your employees with new information and skills that give them tools to be more effective or knowledgeable in their role, or at least for them to stay more engaged. With those goals in mind, you don’t want this experience to be too overwhelming or come at the expense of their work. That means there should be some flexibility in terms of when they undergo this training. That could mean having modules that are easily watched on their phones or multiple options for in-person training sessions. If the employee has some choice in when or how they participate in training, there’s less of a chance that it will be viewed as an inconvenience.

Because retention, engagement and culture are top of mind for so many companies, it makes sense that they are actively spending a significant amount of capital in education and development programs, as it directly addresses those concerns. However, it’s important to realize that training alone is ineffective.  Proper training needs to be accompanied by support from managers, offered regularly while maintaining flexibility in how the employees participate.

 

101 for the One-on-One

Alexandra ArrivillagaIn most companies, regardless of the field, one on one meetings with direct reports are pretty regimented. These check-ins can last anywhere from 15 minutes to an hour, but may at times feel unnecessary. If you’re dealing with an employee who is doing well and doesn’t have any issues, this may feel like you’re wasting there time. However, these meetings have the potential to be extremely useful not only for the two of you, but possibly for the company as well. Following these tips will encourage a more productive use of time and hopefully a breath of fresh air!

Change Your Environment : Even if these meetings only last 15 minutes, go for a walk outside. Having these meetings away from the office will help the two of you really focus on the meeting instead of being distracted by the eight million other things vying for your attention. If you’re sitting in the conference room, it’s very easy to just talk about current projects at the office. By getting out of the office you’ll shake up the routine, and the employee will also be able to talk more freely without the fear of being overheard by other co-workers.

It’s all in the questions. Instead of just asking how it’s going, get a bit more creative. Come up with some open ended questions that look at the bigger picture. Come up with specific questions. What are this employee’s  goals? How can you help this employee be more productive? Really check in, and get to know who this person is and how you can help them grow. If you feel like the employee isn’t really engaging with your questions, tell them what you’ve been working on and something that has been challenging for you. Soliciting advice or even just revealing some insight into your job and role might be helpful for the other employee.

Share the Mic : If there is something in particular that you need to address with this employee – by all means talk about it. However, this should really be a chance for the employee to have the floor. As a manager, you talk at your team a lot. Look at this as a chance for the individual team member to speak up about any of his or her concerns or thoughts.

One-on-ones are important because they offer an opportunity that is easily overlooked during the day, when everyone is wrapped up in their own work. Look at one-on-ones as a chance to get to know your employees and for them to know you. One-on-ones are a chance for you to offer professional development and create a space for the employee  to air any grievances, share ideas and reflect on their work.