I ended my last post about my year end review process with an encouragement not to get frustrated or overwhelmed when you see how far you are away from the standards or goals you seek. Depending on your perspective, it is possible you understood what I meant by that, but I think that concept is critical enough to spend more time exploring it.
It is that time of year again…the time of year when most people begin planning out their next year! For me, I started this process in November and I expect 2016 to be my best year ever! As I went through my annual process, I thought I would share it with you.
I am not sure about you, but this past year has flown by for me. Not only has this year flown by, but I will say with confidence that it has been my best year ever, in many respects! As I look back over what all has been accomplished this year, I am amazed. I am also excited because I know why and I believe I can build on it this new year.
If the idea of having your best year ever interests you, then I have good news for you.
When I first began attempting to run a Christian business, I was lost. I wanted to be a Christian leader, but I did not know exactly what that looked like. As the leader of the company, I knew I had to model what I wanted our company to look like if I expected it to change. I wanted Christian leadership material to read, but I had no idea where to go to find it.
Unfortunately, I did not find a website that listed a bunch of resources. Instead, I had to stumble across each of these resources one at a time. In some cases, one resource led me to another. Over the years, I have put together quite a reading and listening library of Christian leadership material.
In an effort to make it a little easier on you, I have put together my top 11 resource sites. I have tried to mix it up a little between blogs, podcasts, videos, and whitepapers. This list is most certainly not exhaustive, but it is some of the best you will find.
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Key Christian leadership bloggers
Podcast and video sources
White papers, articles, etc.
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It really does not matter if you are at the top of your company or just getting started in your career. If you want to grow in Christian leadership, then you must take action on your own. Very rarely is anyone going to do it for you, and even then it will not work. You have to want it on your own!
You need to commit to digging into just a couple of these Christian leadership material resources listed above. Don’t bite off more than you can chew, but commit to reading or listening to something from one of these sites on a daily basis. Even if you only carve out 15 minutes a day, you will still see a difference.
Not only will you see a difference, those around you will see a difference. I am not an expert in Christian leadership – not by a long shot. However, when former employees make it a point to tell me that I do not appear to be the same guy they worked for several years ago, I know something is working.
I know to give God the credit. But I also know that He is not going to increase my Christian leadership ability without my participation. I must want it and I must be willing to do something about it! If I do my part, He will honor my efforts.
Do me a favor and check out these sites. Spend some time and invest in your own Christian leadership so that you are ready when God calls your number to make the big play! You will not regret it!
Which of these are new to you?
Do you have a site that should be added to the list?
What is your commitment to grow?
Are your employees fully engaged? Are you interested in getting to the point where you can answer “Yes!” to that question without hesitating? If so, you need to follow along with me in this series on employee engagement. Today, we will look at steps to hosting great employee focus groups.
As I said in my last couple of posts, I have seen a lot of material on employee engagement lately. The more I have seen on this topic, the more I have realized how much our organization needs to improve. I assume many of you have the same needs.
I have taken the various sources of the material I have seen or heard and I have condensed into a fairly simple action plan that I am going to follow over the next several months. I am going to explain my action plan in this series and then I am going to implement it, keeping you informed of my progress as I go.
You will hear about the wins and losses, the good, the bad, and the ugly! Hopefully, this process will help you implement similar employee engagement efforts in your own business.
The goal of this step is to sit face-to-face with every employee and get their honest feedback on how you might work to improve the workplace. Make sure to consider all of the factors described below in making this step successful.
The ideas for this step came from a conversation with Michael Hyatt and several other commenters on his blog. You can read the two posts (and the comments on each) Here and Here.
Keep in mind, as I described earlier, I have not yet executed the following steps in my employee engagement plan. I am telling you about them before I implement them, but they have been used successfully by others I trust and respect. I will follow up with the results in a future post.
Here are the eight steps:
1. Make the setting an informal one. Make sure you have food and hold the gathering in a comfortable environment. If possible, meet somewhere other than where other meetings take place. If that is not possible, find other ways to soften the environment.
2. Make the employees feel safe. Managers should not be present. Depending on your structure, you may want to add a meeting or two of only managers. Regardless, the employees in each meeting need to feel safe, free from repercussions from their comments. They need to know they will not be shot for telling the truth.
3. Keep it simple. Don’t go in with pages of questions! Michael Hyatt recommended using the four questions below.
4. Take notes. Everyone knows you cannot possibly remember all of their suggestions. Take pen and paper and show them you are sincere about getting every last suggestion or idea down on paper. Ask clarifying questions as you do so.
5. Review your notes with them. At the end of the meeting, hit the highlights of what you have written down. Show them that you have truly been listening. Make sure you correctly interpreted their comments. Add any necessary clarifications at this time.
6. Quickly implement as many ideas as you can. There is nothing you can say that will prove your sincerity better than implementing ideas you were given in this meeting. Show them that you are genuinely interested in their needs and you will earn their hearts!
7. Communicate the implemented ideas across the company. Even if you don’t implement something from everyone, when someone in another department hears about something you implemented from another department, they will still feel like they were heard.
8. Make this an ongoing process, not a one-time thing! Everyone needs to know this is not just a one-time idea you had. They need to know this is part of how you do business from now on. Don’t allow these meetings to get stale over time. Freshen them up by mixing up how you execute it each time, but just make sure you continue to get in front of them and listen!
Have you had any experience with employee focus groups?
Do you see how this process could help with employee engagement in your company?
What are you going to do next?
I have heard it said that the opposite of love is not hate, but apathy. I would tend to agree with this statement. Jesus even said He would rather us be hot or cold, rather than lukewarm. If that is the case, I think there is similar application to the workplace regarding employee engagement.
An “engaged employee” is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization’s interests (Wikipedia). An extremely negative, disengaged employee likely will not make it very long in their job, but an apathetic employee usually stays around longer and therefore is a drag on productivity, morale, and profitability. As a result, apathetic (disengaged) employees serve to more severely reduce the impact we strive for as a Christian business.
If we can all agree that the best employee is an engaged employee, then the next logical step is to figure out how to get all of them engaged. If we could solve the puzzle of employee engagement, then I think we could go far in creating exponential growth in our impact on eternity.
Recently, this topic has been in the front of my mind for several reasons. I have had several different sources influence me toward a focus on employee engagement. First, as I mentioned in my latest series, I had a great conversation with Jim Reese, CEO of Atlanta Mission. In addition to the advice I shared in that series of posts, Mr. Reese also brought up employee engagement as a critical component of success.
Next, I read a recent post by Michael Hyatt in which he talked about changing organizational culture. Through a series of comments on that post, I learned a couple of tips about achieving employee engagement that I will share with you.
After that, I was listening to an older podcast by Andy Stanley on the way to the airport last week. In this podcast, Andy talked about how his church maintains such an engaged staff. I will share some of his methods as well.
As a result of all of these inputs, it is obvious to me that I need to be concentrating on employee engagement in our organization, right? So this is what I am going to do. I am NOT going to wait to post about all of this until I have implemented all of these tips and methods, measured the results, and declared victory.
Instead, I am going to give it all to you up front over the next several posts. I am also going to start implementing these ideas in our business, keeping you aware of the progress as I go. These progress reports will include the successes and failures, the pretty and the ugly! I will do my best to relay information to you that I believe will best help you do it better than we do.
Then, after all of it is implemented, I will also give you regular status reports as to the measured progress in our actual employee engagement scores going forward. I am not yet sure what this will look like, but we will find out together!
How engaged do you think your employees are right now?
What do you do to keep them engaged?
What opportunities do you have to improve?