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  • feedwordpress 16:40:50 on 2017/05/04 Permalink
    Tags: , Executive Blog, , ,   

    Tips To Keep Your Millennial Employees Committed and Engaged 


    It’s important that companies take into account workforce demographics, so they can effectively manage and utilize their talents for future growth. By 2020, 46 percent of your employees will be millennials. This new generation of workers are similar to older generations, as they desire adequate compensation, growth opportunities and challenging work.

    However, there are other factors that Millennials take into consideration when committing to a new job, including:

    • Wanting to make a difference in the community
    • Attaining a proper work-life balance
    • Ensuring team building opportunities
    • Having a creative work environment

    Here’s a list of tips for how to keep your millennial employees engaged in their work and committed to your company:

    Making a Difference

    When making job-related decisions, millennials take into consideration how a company engages with the community and embraces civic and social responsibilities. These younger employees want to be proud of their company’s presence and altruistic aspirations. As such, your company should invest time and resources into local charities, where employees can see the results of the investment.

    It’s also beneficial if you set up volunteer opportunities — within the company or around the community — so employees can feel more involved. Whenever possible, make sure your company is undertaking socially- and environmentally-responsible practices — from the provision of health and wellness accommodations for employees to using sustainable, environmentally-friendly materials within the office.

    Work-Life Balance

    Today, more and more millennials demand a proper work-life balance. After all, most employees tend to be more productive — and create higher-quality work in a shorter amount of time — if they’re not putting in endless hours in the office. Make sure your employees have an adequate amount of vacation, and create policies to limit after-hours work and communication that can disrupt employees’ time away from the office.

    Your employees would also benefit from working remotely, either entirely or a few days a week. With effective management technology — like Aspect’s Workforce Management Software — you can give your millennial employees more mobility and flexibility within their work. This management software also helps supervisors communicate with employees and quickly transmit schedule information through its mobile app platform.

    Team Building

    Millennial employees will invest more in their company if they, too, feel a sense of investment. Bolster the effectiveness of your company’s collaborative efforts through team-building opportunities. And, make some intentional moves of setting up these activities outside of work. You can organize weekend activities that appeal to your employees, such as outdoor recreation, art classes, or local festivals or events.

    Expensing these activities is an investment that will increase your employees’ dedication to work and ability to work well with one another. If your company doesn’t have a large enough budget for these team-building activities, holding annual holiday parties is another one-off expense you could implement for increased workplace satisfaction.

    Work Environment

    Work environment is key when it comes to employee motivation and job satisfaction. Large tech companies — like Google, Facebook and Amazon — provide workspaces for their employees that are well-designed, include specialty accommodations, and encourage creative engagement. Steer away cubicles, drab furniture and neutral colors.

    Instead, enlist the help of an interior designer, who can help your office be a representation of your company’s brand and bolster the liveliness of the space. Make sure you provide an opportunity for employee input when designing the space, as that will enhance their work performance and dedication.

    The post Tips To Keep Your Millennial Employees Committed and Engaged appeared first on Office Dynamics.

  • feedwordpress 17:35:34 on 2017/04/06 Permalink
    Tags: , , , , Executive Blog,   

    Gift Ideas For Administrative Professionals Day 


    Administrative Professionals_Day_Gift_IdeasFinding the perfect gift for your administrative assistant can be a daunting task since flowers and lunch no longer cut it. Today’s executive or administrative assistant wants a gift that is long-lasting. You might be thinking…. what about a cool coffee mug? Or what about a travel business tote or beautiful Levenger notepad and pen? Maybe you were considering a gift certificate to your assistant’s favorite restaurant or spa.

    While those might be lovely gifts, they don’t really have the same impact as the gift of education. And the gift of education does not come easy or often for your assistant. In fact, thousands of administrative assistants will never attend an in-depth training program, conference, or take an online course because his or her company won’t pay for it. How sad is that when you consider organizations will easily fund training for their executives and managers? Yet, the administrative assistants who support them every day, rarely let them down and give with their heart, get little training.

    If you want to be a stand-out executive with your assistant, I highly recommend giving one of the following gifts for Administrative Professionals Day or Week:


    If you’re an administrative professional, please leave a comment below and let the world know what you would like for Administrative Professionals Day!

    The post Gift Ideas For Administrative Professionals Day appeared first on Office Dynamics.

  • feedwordpress 17:55:35 on 2017/02/28 Permalink
    Tags: , , Executive Blog,   

    How to Provide Valuable Feedback to Your Employees 


    Constructive feedback might be one of the most powerful ways to keep your business team on track. The benefits it brings are making it truly worthwhile. Therefore, skipping the feedback process may lead to significant damages to your company.

    You see…the productivity and results of your company are solely your responsibility. Being the owner or the manager of a company gives you access to all information.

    Whenever you want to improve your company, you need to first look at your employees. Are they doing a good job? How productive were they during the last months?

    You need to figure out whether your team stays on track and does what it is supposed to do. Then, you should prepare a constructive feedback plan and start improving your employees

    But you see, there’s a common issue when it comes to feedback. Most of the employees are afraid of feedback. Why’s that?

    Several reasons for that:

    • They might perceive feedback differently, giving it a negative association.
    • They might have had toxic feedback during their previous jobs.
    • They might feel inferior when they receive advice from someone else.

    You Need to Do it Right

    Many employees see feedback as unpleasant or terrifying. That’s wrong. This feeling should never persist because that’s not what feedback is.

    Feedback can be pleasant in case the communication is efficient. The one who gives feedback (you) must definitely create the proper environment conditions and also approach the situation with much professionalism.

    Applying certain strategies while giving feedback will enhance the results that come from your actions. After all, you’re looking to improve your business. This can easily be done if you decide to minimize the negative aspects of your employees and flourish the positive ones.

    Here are some insights on how to create a powerful and productive experience for your employee through feedback:

    Create Rapport and Trust

    According to a study performed by Columbia University, which has been cited during the Neuro Leadership Summit, suggests that employees apply the feedback they get only 30% of the times.

    This is a cause of stress and fear that comes with the feedback. But if the interview is constructive, valuable, and friendly, the person is much more likely to make changes.

    That is why you should try to create rapport and trust between you and your employees.

    • Make them feel comfortable.
    • Always speak to them in person and without any audience around.
    • Be their leader, not their harsh boss. There’s a difference.

    Start with Their Accomplishments

    Before you start engaging your employees, do your homework first. Make sure that you prepare a few positive comments that refer strictly to their performance.

    Julie Petersen, the founder of essay writing blog advises starting with something like “I just wanted you to know that I’ve observed the recent improvements that you have made in X activity”. Give them acknowledgment for their efforts and make them feel valuable.

    After you have relaxed them enough with a friendly discussion, jump to the point of your discussion and let them know that you’d like to discuss a few matters. Let them understand that they’ll receive feedback, so they’ll pay more attention.

    Invite Them to Express their Ideas and Opinions

    A constructive feedback is always a discussion instead of a monolog. After you state the important points of the discussion, start explaining them carefully. Let your employees hear what you have to say, pay very close attention, and remember the important requests.

    When you’re done talking, you must encourage them to respond to your feedback. Let them know that they’re absolutely free to object. They should never be afraid to comment back on something. Make sure that you give them this safety feeling, and encourage them to engage.

    Also, make sure to ask for their ideas. Who knows? Maybe some of them hold the keys to doubling your business productivity.

    Define a Concise Development Plan

    When you give feedback, it’s essential to know what you want to change. You need to make your own plan, your own agenda and take transcribe those plans to your employees.

    Whenever you want to create change, figure out the actions and solutions. Make it even easier for your employees to develop and offer them the ways to do what you want them to do.

    The change which comes as a result of this strategy is very quick. That is because your employees don’t have to look for the solutions themselves. They have already received them from you, and they only have to apply them!

    The only way you can create change within your company is to let your employees know that change is required. You’re the boss, and you do the rules.

    That doesn’t mean that you should give them a tough time in the process – quite the opposite. Make them feel valuable to the company and improve their mindset and skills as you encourage them.

    The post How to Provide Valuable Feedback to Your Employees appeared first on Office Dynamics.

  • feedwordpress 22:20:07 on 2017/02/07 Permalink
    Tags: , , Executive Blog, , , ,   

    Building A Star Partnership – Free Webinar For Administrative Assistants 


    Administrative professionals are in a unique position to build incredibly powerful partnerships with the person or people they support. The bond that exists between executive and assistant can be truly special and it can create a distinct competitive advantage in the business world.

    However, this kind of partnership doesn’t just happen. Assistants who don’t know the right strategies may find they struggle with poor communication and unclear expectations, which ultimately lead to dysfunctional relationships and lackluster performance.

    Thankfully, Joan Burge has coached more than 200 executive and assistant teams, and she has the magic formula to create the kind of partnership you never even dreamed possible! With her guidance, you’ll learn how to approach this invaluable relationship strategically, and you’ll gain priceless insight to help you reach your professional goals. Together, you and your leader will leverage your combined strengths while minimizing shortcomings, and you’ll both experience greater job satisfaction and results.

    Even those who already have strong partnerships know there is always room for improvement. Don’t miss this free webinar—the essential guide to building your star partnership.

    As an attendee, you will learn…

    • The difference between teamwork and a strategic partnership.
    • How to think like an executive. (Hint: Figure out what keeps him/her awake at night!)
    • Strategies to support multiple managers with finesse and ease.
    • Tools to help clarify your manager’s expectations.
    • Tips for resolving communication issues and getting valuable one-on-one time.
    • How to provide positive upward feedback to your manager and continue growing together.

    Build the kind of relationship you (and your executive) really want!

    Watch The Replay

    Handout: Download
    Certificate Of Attendance: Download
    Chat History: Download

    The post Building A Star Partnership – Free Webinar For Administrative Assistants appeared first on Office Dynamics.

  • feedwordpress 16:13:43 on 2017/02/03 Permalink
    Tags: , administrative assistant development, , , , , Executive Blog   

    8 Killer Tips for a Successful Executive and Assistant Partnership 


    There is no greater relationship in the workplace than that of an executive and assistant. I can honestly say that because of my experience as an assistant for 20 years and as an executive for 27 years.

    While the world is a much different place today, there are core strategies for a successful executive and assistant partnership that do not change. That is because they are the interpersonal side of the partnership. Whether your team relationship is just beginning or has matured, you will benefit from these tips.

    1. Communicate, communicate, and communicate! Of course, there are many pieces that fall under communication. When I coach executive and assistant teams, they think they do a good job of communicating. But when I dig into to when, how, and what they communicate, they fall short. Rarely do executives communicate what happened in yesterday’s meetings to their assistants or take the time to explain the scope of a project. The beauty of ongoing verbal communication is you keep the work flowing, reduce errors, prevent chaos, flag issues before they arrive and make working together more enjoyable.

    2. Discuss and implement consistent processes. In last week’s Monday Motivators™, I said the magic formula for a stellar executive and assistant team is People + Processes = Success. I wrote an entire 80+ Page Guide incorporating the main processes executives and assistants need to have down pat, such as: regularly scheduled meetings, calendar management, meeting preparation, e-mail management, project management, travel, follow-up systems and prioritization. An executive and assistant will be much more productive when they have proven processes in place and consistently use them. That is the key—consistency. While we have occasionally gotten off track at our office due to seasonal events like our Annual Conference for Administrative Excellence, we get back on track as soon as possible.

    3. Provide status updates to each other on a regular basis. This would occur during daily huddles or throughout the day. Assistants… don’t wait for your executive to ask you the status of a project, task, follow-up item or other requests. And executives should give their assistants status updates on projects, important presentations and meetings, travel and upcoming business initiatives.

    4. Work to improve performance and job satisfaction. Even the greatest of executive and assistant teams work to improve their team performance and their processes. Life changes, things change, business changes, technology is constantly changing. We cannot afford to be stagnant or accept that the way we do something today is the best way. If you want to be a truly successful team, you need the mentality of “continuous improvement.”

    5. Welcome feedback from each other. Whether feedback is about performance, processes, each other’s role, or a situation, be open. A strong executive and assistant team knows that feedback is important. Yet I often see assistants who are afraid to approach their executive about something. I also see executives who aren’t completely comfortable giving feedback to their assistant outside of the annual performance review.

    6. Implement quarterly strategic meetings. The business world is largely structured around quarters. For this reason, I recommend scheduling a more in-depth strategic meeting at the beginning or end of each quarter. The purpose of these meetings is to:

    • Update one another on projects coming up.
    • Debrief one another on projects that have been wrapped up.
    • Discuss projects still in the works.
    • Share victories (personal and professional).
    • Re-establish priorities.
    • Re-commit to deadlines.


    7. Be comfortable with uncomfortable conversations. It’s ok for an assistant and executive to disagree on how they think something should be done or how a situation might be handled. Recently in an executive and assistant coaching session, I asked the assistant to talk about one thing she would like her executive to either: start doing, stop doing or do more often. The executive was in the room with us. This was a team who had already been working together for many years. The assistant said, “I want you to start talking to me more often.” While that seems like a simple request, one might wonder why the assistant kept quiet about this for so many years.

    8. Compliment each other on a job well done. We all love to get a pat on the back. Sometimes assistants don’t feel valued. An executive needs to compliment their assistant from time-to-time on a job well done. On the other side of the desk… executives are humans and they also like compliments (even if they don’t say so.). An assistant can compliment her/his executive on a great presentation; graciously handling a difficult situation; or taking the time to talk with a stressed employee. Remember positive reinforcement encourages a person to continue the same good behavior in the future.

    Well, I hope you like my 8 killer tips! They work extremely well, especially when done in conjunction with each other. Wishing you a great week.

    Joan Burge

    P.S. I will be in Chicago April 24, 2017, to kick off Administrative Professionals Week with a full day workshop for assistants called Building a Star Partnership! This workshop is sponsored by Shure Inc. and will be held at the corporate theater in Niles, IL.

    The post 8 Killer Tips for a Successful Executive and Assistant Partnership appeared first on Office Dynamics.

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