When Times are Tough, How Do You Keep Workers Focused and Engaged?

While no one would dispute the fact that workers are stressed because of continuing layoffs, stagnant wages and rising consumer prices, the pressure may be compounded for the people in charge of keeping workers enthusiastic and motivated -- managers.

I recently interviewed Michael Stallard, CEO of E Pluribus Partners in Greenwich, Conn., and he told me that at times like this, managers have to be even more vigilant about staying close -- physically, mentally and emotionally -- to their staff.

That's because employees can become unfocused and unproductive when times are so uncertain and challenging.

“Stress sort of short-circuits the brain,” Stallard says.

Still, Stallard says managers have some tools to help bring teams together, such as making sure all workers "feel like they’re connected.”

That means that managers need to make sure they keep an open-door policy" and assure workers they’re available to talk about any anxieties they may be experiencing. At the same time, Stallard says managers should actively work at finding ways to get employees out of the office, which can be ground zero for work stress.

“Go to lunch with your employees. Go for a walk with them. Spend time with them one-on-one, and let them express their feelings,” he says. “And make sure that when they are at work, you give them some tasks that they enjoy doing.”

Stallard advises managers trying to energize and engage employees during these tough economic times to:

• Stay focused. Employees should be reminded that they have an obligation to their other team members, and that means everyone must pull his or her weight and work toward targeted goals. Remind them how important their work is for everyone on the team, he says.
• Keep the panic at bay. “Let them know that if they’re feeling especially anxious, they should come and talk to you,” he says. “You’ve got to make sure they know they can talk about whatever they’re going through.”
• Use social media. Some employees may be more comfortable communicating through e-mail or social media sites such as Facebook or Twitter. “Face-to-face contact is always the best, but more managers have employees on different continents or in different cities. Social media is a great way to stay connected with your team and keep them engaged.”
• Remember to laugh. “Humor is a great reliever of stress,” he says. “Try and find ways to have some fun with your employees.”

But what if the worst thing happens – and a manager must lay off workers?

“The first time I had to lay someone off it made me physically sick,” Stallard says. “You have an obligation to be respectful, and show empathy. That’s critical. You also need to try and help them as much as you can in finding another job.”

Stallard says he strongly disagrees with employees being immediately escorted from a building upon dismissal from a job, which he calls “humiliating.”

“You should let them finish their day and communicate with the other employees,” he says. “One other thing to think about: The existing employees will remember how you treated those who left.”

Finally, Stallard says the key for managers trying to cope with these challenging times is to practice a management philosophy that treats people with respect and compassion through good times and bad.

“A lot of what goes into keeping people engaged through the tough times is the history of how you have managed,” he says. “It’s almost like you’re building up an emotional bank account.”

What else can managers do to help keep employees engaged and enthusiastic?




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Moms Are Not Getting Paid What They're Worth...and Neither Are A Lot of Other People

Are you getting paid what you're worth?

According to Salary.com, I sure as heck am not. Let me repeat: I'm not getting paid what I'm worth.

In it's annual Mom survey, it has been determined that "the time mothers spend performing the 10 most popular 'Mom Job' functions would equate to an annual salary of $116, 805 for a Stay-at-Home Mom and $68,405 for a Working Mom."

The report says the job titles that best matched a mom’s definition of her work are (in order of hours spent per week): housekeeper, day care center teacher, cook, laundry machine operator, computer operator, psychologist, facilities manager, van driver, chief executive officer and janitor. (At my house, that's just what I do before 9 a.m.)

So, I'm not getting paid what I'm worth as a Mom, and I'm not getting paid what I'm worth as a freelance writer and author. Why is this? Part of it has to do with the lousy economy. Part of it has to do with the fact that I'm a woman and am just now learning how to ASK for the things I want instead of just waiting for them to happen. And part of it has to do the fact that I need to quit giving away so much stuff for free.

While many of us job hop in order to get more money, I know of one incident where someone learned a co-worker doing the same work and was making quite a bit more money. He went straight to the boss with it, and immediately received a raise that put him on equal footing.

Will this always work? If you're not doing a great job, no. But if you're really adding value, then there's no reason to just take what you get. Even in this tough economy, employers are willing to pay for talent to keep them ahead of the pack.

Here are three things you need to do today in order to get a raise you deserve:
* Pinpoint specific things you did to earn your company money. Maybe you spotted an error that everyone missed and saved the company money and/or time.
* Find out what everyone else is making. Call some employment agencies, check with your alumni group, Twitter, ask a professional association -- just get a good handle on whether you're making what you're worth.
* Get a mentor. Quit putting it off and think of someone you can ask to coach you and help you grow enough in confidence and skills so that the boss would be a complete fool not to give you a raise.

Do you feel you're getting paid what you're worth? Why or why not?



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