How to Deal with Customers who Monopolize Your Time

A recent Harvard Business Review study found that nearly forty percent (39%) of employees report their coworkers don’t collaborate enough. There are several reasons for this, but whatever the causes, it’s very important to address this issue when it arises in order to get the most out of any team. If poor collaboration continues to persist, it will do real damage to a company – no matter how big or small. So, it’s critical to take action right away. Otherwise, it could very well unleash deleterious effects that just may be irreversible. The Consequences of Poor Employee Collaboration When employees are not collaborating effectively, it can lead to duplication of efforts, miscommunications, and confusion. This can result in employees spending more time trying to figure out what their coworkers are doing, rather than focusing on their own tasks. As a result, overall productivity can suffer. Employees who are not able to work well with others may become frustrated, leading to lower morale among the team. This can also create a toxic work environment, leading to high levels of absenteeism and turnover. It goes without saying that when your employees work together, they’ll be more effective. Not only can people accomplish more as a group, a collaborative atmosphere could motivate employees to do more. But if you feel like employees aren’t cooperating as well as they should, there could be a hidden problem brewing under the surface. —American Express Effective collaboration is crucial for innovation. When employees are not able to work well together, it can stifle creativity and prevent the development of new ideas. This can make it difficult for businesses to stay competitive in a rapidly changing marketplace. Poor collaboration can lead to mistakes, delays, and other issues that can impact the quality of the product or service that a business provides. This can lead to dissatisfaction among customers, who may take their business elsewhere. How to Encourage Better Workplace Collaboration among Employees Collaboration is crucial for success in today’s business world. When employees are able to work well together, it can lead to higher productivity, improved morale, and greater innovation. However, fostering collaboration among employees is not always easy. Here are a few tips for encouraging better workplace collaboration: Provide the right tools. In order for employees to collaborate effectively, they need the right tools. This may include project management software, group messaging platforms, and online collaboration tools. By providing the right tools, you can make it easier for employees to communicate and share ideas. Encourage open communication. Open communication is key for effective collaboration. Encourage employees to speak up and share their ideas, even if they are not sure if they are “right”. By creating an environment where it is okay to ask questions and share ideas, you can foster collaboration. Create a collaborative culture. Collaboration should be a core value of your business. Make sure that this value is reflected in your company culture, and encourage employees to work together to achieve common goals. Provide training and support. Collaboration is a skill that can be learned and developed. Consider providing training and support to help employees improve their collaboration skills. This may include workshops, mentoring programs, and other resources. Recognize and reward collaboration. Finally, don’t forget to recognize and reward collaboration. When employees work together to achieve a common goal, make sure to recognize their efforts. This can be as simple as a shout-out in a team meeting, or something more formal like a team-building event or award. By following these tips, you can encourage better workplace collaboration among your employees. This will help to improve productivity, morale, and innovation at your business. What else can businesses do to foster and improve employee collaboration? Please take a few minutes to share your own thoughts and experiences so others can benefit from your input! Interested in learning more about business? Then just visit Waters Business Consulting Group.

The Great Resignation continues to unfold. At least, that’s what’s it’s been dubbed in the press to describe the phenomenon of a mass departure, largely regarded as due to the global pandemic shutdowns which caused a huge number of workers to rethink their career paths. So, an unprecedented amount of employees are leaving their current (or previous) positions, seeking out other opportunities. Couple this with the impending New Year and it makes for a particularly precarious employment environment. That means it’s quite possible, you’ll find yourself facing the same situation. Fortunately, there are preventative steps you can take to keep your best employee on board. Biggest Mistakes to Avoid Obviously, this will stir a number of negative feelings. You’ll likely feel angry, betrayed, baffled, and perhaps sad. These negative emotions cause people to act out in rash, impulsive ways. So, be sure to keep your emotions in check, which is to say in perspective, proportionate to the reality of the situation. If necessary, take a few minutes to step away from everything and allow yourself time to relax and clear your mind. When your right-hand person or a rising rock star in your business tells you they’re about to leave, it can be an emotional experience, says Rich Reinecke, co-managing partner of business consulting firm Fahrenheit Advisors. ‘It can be very emotional, initially. Sometimes you’re angry. Sometimes you’re scared,’ he says. But what you do next can have serious repercussions for your business. —Fast Company.com If you don’t act in a rational manner, proportionate to the circumstances, you will come unglued and that’s not helpful to anyone. Instead, keep your composure and act in your own best interest so you don’t hurt your chances of keeping your best employee from leaving. After all, he or she made this decision based on a number of factors and there’s probably a good reason why he or she came to this conclusion. 3 Effective Employee Retention Strategies If your best employee tells you that he or she is leaving next year, you obviously don’t have much time to change his or her mind. However, that doesn’t mean their exit is inevitable. You might be able to get him or her to stay. Here are a few effective employee retention strategies you can use: Have a meaningful conversation. Although money usually plays a significant role, more compensation isn’t always the driving force. There are instances when employees make completely lateral moves from one company to another and pay isn’t a factor. Of course, you’ll probably assume he or she will be paid more, but don’t convince yourself that’s the only reason. Take some time to have a one-on-one conversation and listen carefully to what he or she has to say. You might just find out there are other reasons for their decision to go and you can address those issues one by one. Show your sincere appreciation. Perhaps your right hand is choosing to leave because they feel they have hit a ceiling and are stuck. This is a very common rationalization people use in order to convince themselves to leave their current positions. After you’ve spoken with him or her, be sure to take immediate action to show your appreciation. This can include but isn’t limited to: giving them more say about what’s going on, promoting the individual, or offering a few more persuasive perks. Increase his or her financial incentive. obviously, money talks. And, if the main reason he or she is considering leaving, simply offer to match their new compensation package. If this strategy isn’t feasible right now, you can always do things like extra paid time off, or incremental, scheduled pay raises, or even offering more benefits. What other methods would you suggest using to keep a key employee from leaving? Please share your thoughts and experiences so others can benefit from your unique perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.