On a scale of 0-10 where 0 is burnt out and 10 is peacefully calm where are you at work right now?
According to The Guardian survey 93% of public sector workers are stressed some of the time and 9% constantly.
Some of the report's authors blame austerity measures.
Barrie Pirie, president of the Public Sector's People Management Association, said that 'while doing more for less would inevitably increase stress, its important to distinguish stress from pressure and to increase resilience inside organisations.'
Whatever sector you work in pressure is not going to go away. We are @20% less productive than other G7 countries and UK productivity continues to be in the spotlight.
What are you doing to cope with your individual pressures and stress? What are you doing to help your employees to cope, to develop their resilience?
If you would like help to develop appropriate resources, strategies, tactics and tools for stress and pressure management in your workplace or your own as an individual, please get in touch via 01761 237400 or enquiries@westofenglandcoachingandcounselling.co.uk
Tuesday, 30 June 2015
Tuesday, 16 June 2015
Small Business Leadership Coaching
If you are interested in developing a happier workforce who enjoy their work more and so perform at their best please read on.
We are working with people like you right now on two areas of focus
1. Ensuring that their staff have the right direction and support
2. Ensuring that where staff are not performing as required that a plan and actions are in place to address this
When you started your small business you may not have anticipated the impact of leadership direction and management required to be a successful business.
Research shows that where staff are well directed, supported and know what is required of them they are more engaged and perform better.
Where to start?
Firstly spend some time observing staff and noting what specifically they are doing well and what improvements could be made.
Next, speak with staff about
1. What you have seen them doing well - try to find three specific things and tell them the positive impact on the business
2. What you would like them to work on now
3. What you could do to help them to enjoy their work more and perform better.
Then, set aside some time to set clear objectives and specific targets for each of your staff and the team as a whole and share these with them to check understanding.
Where staff do not perform in spite of feedback and training, you need to have open honest and frequent conversations about the consequences of continuing to under perform. ACAS provide robust guidance on stages of disciplinary action which you may find helpful for structure and to meet legal and good practice requirements.
If you would like support with your leadership activities please get in touch via enquiries@westofenglandcoachingandcounselling or call us on 01761 237400.
We are working with people like you right now on two areas of focus
1. Ensuring that their staff have the right direction and support
2. Ensuring that where staff are not performing as required that a plan and actions are in place to address this
When you started your small business you may not have anticipated the impact of leadership direction and management required to be a successful business.
Research shows that where staff are well directed, supported and know what is required of them they are more engaged and perform better.
Where to start?
Firstly spend some time observing staff and noting what specifically they are doing well and what improvements could be made.
Next, speak with staff about
1. What you have seen them doing well - try to find three specific things and tell them the positive impact on the business
2. What you would like them to work on now
3. What you could do to help them to enjoy their work more and perform better.
Then, set aside some time to set clear objectives and specific targets for each of your staff and the team as a whole and share these with them to check understanding.
Where staff do not perform in spite of feedback and training, you need to have open honest and frequent conversations about the consequences of continuing to under perform. ACAS provide robust guidance on stages of disciplinary action which you may find helpful for structure and to meet legal and good practice requirements.
If you would like support with your leadership activities please get in touch via enquiries@westofenglandcoachingandcounselling or call us on 01761 237400.
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