Roundtable: How can your organization improve productivity and staff inclusion? (Being open to ideas from staff)

 As a leader within your organization, you must encourage and enable ideas from your staff or team.  As your team collaborate and discuss projects or ways to improve the business, they raise ideas that you have not considered.

To be open to ideas from your staff or team, will require you to be respectful, listen, accept criticism, acknowledge others' input, and allow participation.  You will need to be humble and gracious towards your team and ensure they feel safe to express ideas and are aware that they will be acknowledged and heard.

Collaboration with your team can enable innovative ideas and concepts to be discussed, experimented, or implemented and draw everyone together to work at their best and edify each other along the journey.

Being open-minded to ideas brought forward by your team helps you learn and expand your knowledge base. You improve your skills and together the team can discover further opportunities to grow and expand. Your relationship with the team can become more respectful and you learn empathy.  It is worthwhile to build trust, affinity, and harmony among your teammates.  As their leader, you set the attitude and culture of the work environment.

So, this week, how can you be open to ideas from your staff or team?

Roundtable: How to improve organisational productivity and staff inclusion (Communication)

How can your organization improve productivity and staff inclusion?

In the daily hands-on work of ensuring your business or organization is operational and viable, we may overlook staff inclusion. 

So, how can you ensure an efficient, stable workforce within your organization?

1.  Communication 

2.  Appreciation 

3.  Listening

4.  Being open to ideas from staff

5.  Acknowledgement of work undertaken 

Communication 

Coming from a background of not-for-profit and administration, I cannot express enough the value of communication. 

So often, managers/directors issue directives, only considering their own objectives.  Why should your staff, team, or volunteers listen to you?  If they are not listening, then you need to ask yourself, why?

Communication is a two-way conversation.  Directives are a one-way command giving no opportunity to discuss. 

If your team, whether they are employees or volunteers do not trust you to listen to them or value their input, they will not bring their best to the projects or to the people who engage in the daily course of business.  This will end up affecting the business or organization either by a decrease in income, or less engagement with customers or visitors.

When staff believe they will be heard and conversation is welcomed and valued, they can provide insights into the organization, as they are the on-the-ground, often the first point of contact for potential clients/customers. 

In the next few articles, we'll explore more points listed above.

Involved, Invested and Excited

Recent articles that I've read advise against multi-tasking.  If you are multi-tasking, you are likely to become less efficient in your job/role. 

I smiled, reading these articles and social media posts.  One question I had was, 'Do any of these writers have experience as receptionists or front office staff'? 

Working for many years in both front of the office and in the back of the office, I am aware of the different demands on how you manage your time and tasks.

Introducing streamlined processes is not to be less efficient.  Streamlined processes are to ensure that the work requiring detail and research is given sufficient time and diligence. However, if you are tasked to prepare detailed reports, and ensure that the reception area, phone calls, and emails are dealt with simultaneously, then it may become difficult to accomplish all tasks in a timely manner without either a less-than-acceptable report, or staff becoming frustrated and flustered, which unfortunately, shows up with complaints from clients, who do not see the workload imposed upon the staff member trying to juggle many tasks concurrently.

Regardless of whether your staff is paid or volunteers, it is in your interest as an employer, office manager, or volunteer coordinator to ensure that those in the reception areas have support.  Have you ever entered a business or organization and spoken to the receptionist, only to feel that (a) they don't care, (b) they don't value the business/organization, (c) they treat you with the barest civility.

Why does this occur? On occasion a person may be employed who does not care about their job, it is simply a form of income for them.  However, my experience has shown me that most people do want the best for the business they work for, and they do care.  What has happened that your reception staff begin to show otherwise?  

• lack of communication within the workplace,
• managers not rotating staff so that they can accomplish all tasks,
• piling too many tasks on one or two people,
• expecting tasks completed in periods not allowing for continual interruptions due to being at front desk,
• expecting staff to work without breaks or work overtime without compensation,
• expecting staff to take work home to complete tasks in their own time,
• not providing staff with appropriate breaks,
• not working with staff to have streamlined processes,
• not listening to staff who raise concerns or encounter abuse from clients and co-workers,
• your staff/volunteers become burnt out, anxious and exhausted.

Streamlined processes may include:

• emails being assigned to different managers/staff, relevant to each role,
• work being assigned to appropriate managers/staff instead of just one or two staff,
• rotation of staff - i.e. allowing reception staff to have a break from the front desk to the back desk to work on reports, etc that require full concentration, without interruptions,
• any abbreviations used in the workplace are communicated to all staff so that everyone knows what is being communicated.

Supporting your staff and volunteers in practical, caring actions will help them to be involved, invested, and excited about their roles and assisting clients.

How can you streamline processes and assist your staff/volunteers to be invested in the organization you are all part of?

Value your Team

Many people make a team.  How you or management treat can determine whether the team is cohesive, excited, encouraging, and forward-thinking, or, in dissension, disheartening, reactionary, and critical.

So, how can you value your staff and/or volunteers? One simple step is simply saying 'Thank you'! But do not just say the words, follow up with action. You may choose to hold a monthly or bi-monthly morning tea, encouraging your team to engage with one another and build their working relationships and discuss the challenges and successes within their areas of volunteering or work.

Communication 

I cannot emphasize enough how important communication is to value your team, whether paid or volunteer.  Regular, open communication is vital to building an effective team that is cohesive, excited, and working well together.

Equip Your Team

Your team is unable to effectively engage in their roles if they are not equipped with resources and training.  In many industries, "toolbox talks" are held where opportunities to bring up concerns, training requirements, and provide professional development are concentrated on.

If there are courses, and/or professional development opportunities available, ensure your team is aware of them and how they can participate. 

Ensure when fresh staff or volunteers join your team, they are introduced to the whole team and welcomed.  

Reward Your Team

Be available to encourage and reward your team.  Something as simple as a morning tea or doing a team-building activity together.  Saying thank you, giving certificates, or an acknowledgment of outstanding contributions. 

Communication, equipping, and rewarding your team will encourage longevity, respect, cohesiveness, and unity. 

How can you value your team today?