Leadership And Management

Workplace Mediation Guide – How To Resolve Disputes

by Krishna Chodipilli | Dec 14, 2022 | Agile Coaching, Leadership And Management

At some point in our careers, we will all face conflicts with a coworker. Workplace mediation can help resolve the issue before it becomes a bigger problem, whether it’s a minor disagreement or a full-blown argument. Workplace mediation services is a process where an impartial third party (the mediator) helps employees involved in a conflict to communicate and find a resolution. The professional mediator does not take sides or decide for the employees; instead, they facilitate communication and help the employees reach their agreement.

If not addressed, workplace conflicts can flare up and worsen, leading to grievances, disciplinary procedures, or employment tribunals. Mediation services avoid these more formal and expensive paths by guiding participants to mutually acceptable solutions. If you’re facing a conflict at work or workplace issues, read on to learn more about this process and how it can help. We’ll cover what mediation is, how to prepare, and what to do during and after the joint meeting.

What is mediation?

Workplace disputes are inevitable. But, with the help of mediation, one can resolve quickly and efficiently.

Mediation is when two or more parties meet to resolve their differences. The mediator’s role is a neutral third party who facilitates communication and helps the parties reach an agreement.

The goal of mediation is to reach a resolution that is mutually acceptable to all parties. It is a voluntary process, meaning all parties must agree to participate.

Mediation is used to resolve a variety of workplace disputes, such as disagreements about job duties, salary, or benefits. It can also be used for conflict management between coworkers.

The mediation process usually begins with an opening statement from the mediator. The mediator will then ask each party to state their case. After both sides have been heard, the mediator will facilitate discussion and help the parties find common ground. The mediator may also make suggestions for resolution.

Once an agreement is reached, the mediator will prepare a written contract that all parties must sign. This agreement will outline the terms of the resolution and how it will be implemented.

Workplace conflict

Workplace conflict is an inevitable part of any organization. Conflict can negatively impact productivity and morale, whether a personality clash between two employees or a dispute over a work process.

While it’s not possible to eliminate all workplace conflicts, mediation can be an effective way to resolve disputes before they escalate.

Workplace mediation can be used to resolve a wide variety of issues, including but not limited to the following:

• Personality conflicts
• Communication problems
• Workload disagreements
• Conflict over work processes or formal procedures

People often struggle with workplace mediation because they don’t know what to expect or how to prepare. It can be intimidating, especially if you are inexperienced in conflict resolution.

For some, it is hard to speak up for themselves and express their needs during mediation. It can make it challenging to reach a satisfactory agreement for both parties.

If you’re facing workplace conflict, consider enlisting the help of a mediator. A mediator can help you and the other party to identify the conflict’s source and brainstorm potential solutions. With the help of a mediator, you can find a resolution to which everyone can agree.

What emerges during mediation?

During mediation, the parties can share their perspectives on the dispute and understand the other party’s perspective. The mediator helps the parties identify their common interests and goals and brainstorm possible solutions. The mediator does not make decisions for the parties but helps them reach their agreement.

If the parties can reach an agreement, they will sign a mediation agreement that sets forth the terms of the resolution. If they cannot reach an agreement, they may continue to try to resolve the dispute on their own or through another process, such as arbitration or litigation.

The advantages of an workplace mediation

An informal approach to workplace mediation can have several advantages over a formal process, including the following:

• It can be quicker and more cost-effective than going through the formal grievance or disciplinary process.
• It can help to improve communication and reduce relationship breakdown between employees whilst keeping the matter confidential
• It can help to resolve disputes before they escalate into more significant problems.
• It can help reduce management times
• It can also increase employee satisfaction and reduce absenteeism
• Avoid potential negative publicity associated with litigation.

How can workplace mediation help?

Workplace mediation can help resolve disputes between employees or employees and their line managers. By facilitating communication and providing a structured process for discussion, mediation can help parties to identify the root causes of their disagreement and find a way forward.

Use mediation as an effective tool for addressing conflict in the workplace because it:

• Encourages open communication:

By creating a safe and neutral space for discussion, mediators can help parties feel more comfortable communicating. It can lead to a better understanding each other’s perspectives and needs.

• Facilitates problem-solving:

Mediators will work with parties to help them identify the root causes of their conflict and explore potential solutions. It can prevent disagreements from escalating into more significant problems.

• Confidential process:

Mediation is confidential, meaning any information disclosed during mediation cannot be used in future legal proceedings. It can improve employee relations and encourage employees to be more open and honest about their concerns.

• Is voluntary:

Mediation is voluntary, unlike other dispute resolution processes, such as arbitration or litigation. It means that both parties must agree to participate in mediation.

When can mediation be used?

Mediation can be used at any stage in the dispute resolution process. It is used early on to resolve disputes before they escalate into more serious conflicts. Mediation can also be used after more formal methods, such as arbitration or litigation, have failed to resolve the dispute.

When mediation may not be an ideal solution

Mediation may not be an ideal solution in the following situations:

• There is a history of violence or threats of violence between the parties.
• The parties are not willing to communicate with each other directly.
• One of the parties is clearly in a position of power over the other party.
• The dispute is about something that is not negotiable.

Utilizing mediation at various stages of a disagreement

Mediation is used at various stages of a disagreement to resolve the issue. Very early in a conflict to prevent the problem from becoming a formal grievance. Once tempers have cooled down, they can also be used later in a dispute to try and reach a resolution.

In the early stages of a disagreement, mediation can help to prevent the issue from escalating. It allows both parties to air grievances in a safe and controlled environment by following grievance procedures. It also allows them to devise a mutually agreed-upon solution that satisfies both parties.

In the later stages of a disagreement, mediation can still help to resolve the issue. It allows both parties to discuss their feelings and needs in an unbiased setting. It also allows them to reach an acceptable resolution for both parties.

Facilitation skills

There are several essential skills that you will need to develop to facilitate difficult conversations:

1. You will need to be an excellent communicator, both verbally and non-verbally. It means being able to clearly express your thoughts and feelings, as well as being a good listener.
2. You will need to build rapport quickly with those involved in the dispute. It consists in establishing trust and understanding between parties.
3. You will need to be able to manage difficult emotions such as anger and frustration.

A step-by-step guide to mediation

The first step in mediation is to meet with the mediator. This process is done in person, over the phone, or online. During this meeting, you’ll discuss your issues and what you hope to achieve through mediation. The mediator will then explain how the process works and answer any questions you have.

Next, you’ll meet with the other side of the dispute (the other employee, your boss, etc.). The mediator will facilitate this meeting, helping both sides air their grievances and propose possible solutions. It’s important to remember that mediation is voluntary, so both sides must agree to participate and be open to compromise.

Once there is conciliation, the mediator will prepare a written document detailing the terms of the contract. This document is signed by both parties and becomes binding.

Resource planning for internal mediators or external mediators

When two employees have a dispute, it can be helpful to bring in an external mediator to help resolve the issue. However, before you can do that, you need to plan for the mediation. It includes identifying the goals of the mediation, scheduling a time and place, and preparing any materials required.

If you bring in an external mediator, you will also need to decide how to pay for their services. Many organizations have a budget for workplace mediation, but you may require approval from upper management if yours does not.

Once you have all the necessary approvals and funding, you can reach out to potential mediators. When choosing a mediator, it is essential to find someone who is impartial and has experience mediating similar disputes. Once you have selected a mediator, they will work with both parties to help them resolve.

Management training for resolving disputes

Management training is a process through which managers (including human resources) learn how to resolve disputes between employees effectively. This type of training can be essential in preventing and resolving conflict within the workplace. By learning to mediate disputes, managers can create a more productive and positive work environment for all employees.

Various management training programs are available, tailored to any organization’s needs. These programs can teach managers the skills and techniques necessary to resolve disputes. In addition, management training can also provide managers with the knowledge and tools required to prevent conflict from occurring in the first place.

By investing in management training, organizations can ensure that their managers have the skills and knowledge necessary to resolve disputes and effectively create a positive work environment.

Implementing mediation within the workplace

• If you decide that mediation is suitable for your workplace, there are a few things you need to do to implement it:
• Choose a qualified mediator: The mediator should be impartial and have experience dealing with workplace disputes.
• Train managers and supervisors: Managers and supervisors need to be trained in identifying potential disputes, referring team members to mediation, and how the mediation process works.
• Communicate the policy: Employees need to be aware of the mediation policy, how it works, and their rights. This can be done through posters, employee handbooks, or training sessions.
• Set up procedures: Procedures should be established for referring disputes to mediation, conducting the mediation, and following up after mediation.

Key points on workplace mediation

1. Workplace mediation is a process that can help resolve disputes between employees.
2. The mediation process begins with each person telling their story separately. The parties involved are then brought together to meet face-to-face. Mediation gives everyone an equal opportunity to speak and explain their point of view. Brainstorm mutually beneficial solutions, and then summarise the agreement once both parties have agreed on one.
3. Mediation can help improve communication and understanding between employees and can prevent disputes from escalating.
4. If you are experiencing a disagreement at work, consider asking your employer if they offer workplace mediation.
5. Mediation is confidential and can be conducted by an impartial third party.
6. Mediation can help you reach an acceptable resolution for both parties involved in the dispute.

Employers’ reference and guidelines

If you are an employer, you may find yourself in a situation where you must mediate a dispute between two employees. While this can be a challenging task, there are some things you can do to make the process go more smoothly.

First, it is crucial to understand the different types of disputes that can occur in the workplace. These include personal conflicts, disagreements about work tasks or procedures, and power struggles. Once you have identified the type of dispute, you can begin to develop a mediation plan.

A few key elements should be included in any mediation plan:

1. All parties must be given a chance to air their grievances. It means that each person can speak without interruption from the other party or you.
2. All parties must be willing to compromise, making some concessions to reach an acceptable agreement with everyone involved.
3. It is essential to have realistic expectations for the outcome of the mediation.

It means understanding that not every conflict can be resolved and that sometimes the best result is simply reaching a mutual understanding.

If you follow these guidelines, you will be well on your way to successfully mediating a workplace dispute.

Conclusion

If you find yourself in a dispute at work, don’t despair. With the help of a workplace mediator, you can resolve the issue and get back to business. By following our guide, you’ll be able to increase the success rate and reach a fair resolution for both sides. With mediation, there’s no need to let disputes ruin your working relationships. Contact us if you would like further support.

Employee Development Plan

by Agile Blogger | Dec 9, 2022 | Leadership And Management

As businesses grow, it becomes increasingly important to invest in employee development. A well-developed employee development plan can help you retain top talent, improve your team’s skills, and boost productivity. There are a few key elements to include in any employee development plan.

You know how important it is to invest in your employees’ growth and development, but you may need to figure out how best to get started. An employee-development plan can unlock your team’s potential and give them the tools they need to succeed. This article will provide an in-depth guide to creating an effective employee-development plan that complements employees’ goals and the company’s needs. From defining objectives and researching different options to creating a plan template and monitoring progress, you’ll be able to develop a plan that sets your team up for success. An effective employee development program leads to enhanced succession planning and employee retention and enhances employee performance. This blog post will discuss those elements and how you can create a plan that works for your business needs. Let’s get started!

Employee Development Plan – Intro

An employee development plan is a documented process that helps employees reach their full potential within an organization. It involves setting short-term, mid-term, and long-term goals and providing one-on-one support and resources to help employees achieve them.

An employee development plan can help members of your team:

• better understand their role in the organization
• identify skills gaps for improvement
• set professional goals and track progress
• receive feedback and coaching
• access training and development opportunities

A well-designed employee development plan can be a powerful tool for retaining top talent, driving organizational success, and achieving business goals.

An employee development plan will typically include learning opportunities consisting of an action plan, at a bare minimum, e-learning modules, and face-to-face seminars. However, consider each employee’s training. How can we make the learning experience effective?

Here are a few examples of learning activities to consider including in a learning plan:

• Modules for e-learning and online courses
• Seminars held in person
• Meetings or events
• Coaching and mentoring programs
• Books, magazines, and journals
• Workshops or webinars
• Unique projects
• Intensive employee engagement

What is an employee development plan?

An employee development plan is a document that details the specific goals and objectives that an employee should focus on during their time with a company. This plan should be tailored to the individual and can be used to help them reach their full potential within the organization.

The benefits of having an employee development plan are numerous. By taking the time to sit down and map out specific goals, you are helping your employees better understand what is expected of them. This clarity can lead to increased motivation and greater ownership over their career development.

In addition, an employee development plan can serve as a valuable reference point for your and your team member’s development needs. As they progress in their role, you can refer back to the plan to ensure they are on track. And if they have any questions or concerns, you will have a ready-made resource to direct them to.

Creating an employee development plan can be simple. But it is worth taking the time to do it right, as it can make a big difference in the long-term success of your team members.

Benefits of professional development plans

When it comes to professional development, there are many benefits to having a plan. A professional development plan can help you set goals and achieve them, learn new skills, and get promoted.

Setting goals is the first step to success in any field. Without goals, you will have no way of measuring your progress or determining whether you are on the right track. A professional development plan can help you set realistic and achievable goals for your career.

Learning new skills is essential for career growth. Even if you have been in your field for years, there are always new things to know. A professional development plan can help you identify the skills you need to learn and provide a roadmap with action steps for acquiring them.

Getting promoted is the ultimate goal of most professionals. A professional development plan can help you identify the steps you need to take to reach the next level in your career. It can also help you create a portfolio of your accomplishments that impress potential employers.

What are the types of professional development plans?

Professional development plans are created to help employees reach their career goals and improve competencies. There are many professional development plans, and the right plan for each employee depends on their individual needs and objectives. Some common types of professional development plans include:

Individual employee development

Individual development plans are created specifically for one employee and outline the steps they need to take to reach their desired career goals.

Career development plans

Career development plans are broader in scope than individual development plans and can be used by employees at any stage of their careers. These types of programs typically focus on identifying an employee’s strengths and weaknesses and outlining how they can improve in areas of weakness and capitalize on their strengths.

Leadership development plans

Leadership development plans help employees develop the skills and knowledge necessary to become influential leaders. These plans often include formal training programs and opportunities for leadership roles in projects or committees.

Succession planning

Succession planning is a professional development plan that focuses on preparing employees for future leadership roles within an organization. This plan often includes mentorship programs and opportunities to shadow current leaders to gain experience and knowledge.

What are goal examples for professional development plans?

You may be asked to create a professional development plan as an employee. This plan will outline your goals for professional development and detail the steps you will take to achieve them.

Your professional development plan could include goals such as:

• Earn a certification in your field
• Attend conferences or workshops related to your work
• Network with professionals in your industry
• Read industry publications and keep up with trends
• Shadow a more experienced colleague or participate in a mentorship program
• Develop new skills related to your current job or position

What are key elements of every individual development plan?

When it comes to employee development plans, there are crucial elements that every plan should include to be effective. These elements are:

1. A clear and concise overview of what the plan entails and what its goals are.
2. A timeline for completing the various tasks and objectives involved in the plan.
3. Identify the resources needed to complete the tasks and objectives (e.g., training, support, funding).
4. Regular check-ins and reviews to monitor progress and identify areas needing adjustment.
5. A transparent system for tracking progress and celebrating successes.

By including these key elements in every employee development plan, organizations can set their employees up for success and ensure everyone is working towards common goals.

How to create employee development plans?

There are a few critical steps to creating employee development plans that can help set your team members up for success.

1. Define the goals you want your employees to achieve.

Think about the skills and knowledge they need to achieve these goals. Consider their current level of experience and aptitude. Also, please consider their career aspirations and any potential roadblocks that may prevent them from achieving their full potential.

2. Create a timeline for each goal.

Establish when you would like each goal completed and break it down into smaller, more manageable milestones. It will help keep your employees on track and motivated as they work towards their goals.

3. Assign tasks and responsibilities.

Delegate specific tasks that need to be completed to reach each milestone. Ensure your employees have the resources and support they need to complete these tasks successfully.

4. Regularly check in with your employees’ needs.

As their development plan progresses, check in with your employees regularly to see how they are doing and offer feedback or support as needed. It will help ensure that they are on track and making progress toward their goals.

5. Identify resources and budget for employee training and development activities.

Finally, you need to create a budget for your employee development plan. This will ensure that you have the resources necessary to implement and monitor your plan’s progress.

Once the above factors are considered, organizations can develop a tailored employee development plan that meets their needs. When designing the program, it is essential to remember that employee development plans should be flexible to accommodate organizational goals, objectives, or resource changes.

Career development FAQs

1. What is a career development plan?

A career development plan is a written document outlining an employee’s professional development goals and objectives. It includes a timeline for achieving these goals and may identify resources or mentors to assist in the process.

2. Why is it essential to have a career development plan?

A career development plan can keep employees motivated and focused on their goals, helping them to advance their careers. It can also help employers to retain talented staff by providing opportunities for growth and development.

3. How do I create a career development plan?

There are many ways to create a career development plan. One approach is to start by brainstorming your long-term goals and then break them down into smaller, more achievable ones. Another option is to use a template or guide, which can be found online or through HR departments. Once you have created your plan, please share it with your supervisor or manager and set up regular check-ins to ensure you are making progress toward your goals.

4. What are some common goals for a career development plan?

Some common goals for a career development plan include: increasing job satisfaction, developing new skills, advancing in your current role, changing careers, or starting your own business. Whatever your goal may be, make sure it is specific, measurable, achievable, relevant, and time-bound (SMART).

5. What resources are available to help me achieve my career development goals?

There are many resources available to help you achieve your career development goals. These may include books, websites, articles, online courses, or in-person training programs. Your employer may also offer resources, such as tuition reimbursement or mentorship programs.

6. How often should I review my career development plan?

Reviewing your career development plan regularly, at least once per year, is a good idea. This will allow you to ensure you are still on track to achieve your goals and make any necessary adjustments.

Employee development plan – closing words

Regarding employee development, it’s essential to set realistic goals and expectations. You can create a plan to help your employees reach their potential and improve their skills. Keep the following in mind as you develop your employee development plan:

1. Set realistic goals which are win-win for employees and company goals.
2. Be clear about what you expect from your employees.
3. Create a timeline for each goal.
4. Provide resources and support to help your employees reach their goals.
5. Evaluate progress regularly and make adjustments as needed.

Following these tips can create an employee development plan to help your employees reach their full potential. Contact us if you would like further support in your development project.

What are the different types of leadership styles that managers can use?

by Krishna Chodipilli | Nov 21, 2022 | Leadership And Management

Leadership is critical to an organisation’s success. It has a direct impact on the overall efficiency and performance of the organisation, and whether or not it can achieve its strategic leadership goals. This article intends to briefly define different types of leadership roles and its common styles.

What’s the difference between leadership and management?

Leadership is not about the seniority or one’s position in the hierarchy of an organisation, nor a job title. The view that a few people at the top can provide all the leadership needed is absurd. Leadership is not about personal attributes or charisma, it’s about behaviour. Effective leaders with good communication skills are desired from people at all levels of the hierarchy.

Most importantly, management does not equate to leadership. They are two different functions that serve distinctive purposes. Management is a set of processes through which an organisation produces products and services to its clients consistently, such as planning, structuring work, resourcing roles, measuring performance and solving problems. It is important to the operations of the business, but it is not leadership. A good leader focuses on the corporate vision (the big picture) over short-term issues. Visionary leaders need to obtain buy-in from people and empower them to deliver the changes necessary to achieve the vision.

Defining leadership

With the appreciation of what leadership is not, let’s try to figure out what it is. Below are some of the views which I found relevant:

“Leadership is influence – nothing more, nothing less.”

– John Maxwell

“The only definition of a leader is someone who has followers.”

– Peter Drucker

“Leadership is the capacity to translate vision into reality.”

– Warren Bennis

“As we look ahead into the next century, leaders will be those who empower others.”

– Bill Gates

What is leadership?

I reckon leadership is all of these, and here is an attempt to define it:

Leadership is a process of social influence, which empowers people and maximises their efforts towards the achievement of a common goal.

Whilst the definition of leadership may vary from individual to individual, the key elements of leadership are evident:

• Contains a vision or an intended outcome
• Motivates and empowers people to deliver
• Stems from social influence, not authority or power
• Requires others or followers
• Can have different styles and paths

What are the most common leadership styles?

Leaders have their common leadership styles, and they may exhibit different leadership approaches according to the particular scenario (situational leadership) to achieve the best results. There are quite a few studies on styles of leadership and I believe they can be broadly categorised into the following categories: autocratic, paternalistic, participative, delegative, agile and transactional.

What are the types of leadership styles that managers can use?

Autocratic leadership: autocratic leaders dictate policies, procedures, what’s going to happen and how. Team members aren’t involved in the decision-making process. It’s a one way, authoritarian dialogue. An autocratic leadership style ensures complete control by the leader with micromanagement and little or no autonomy for workers. They are often charismatic leaders and hold all the power.

Paternalistic leadership: also known as parental leadership, this style of leader treats the team like a family. The leader is the decision-maker, the authority figure and the definite head of the organisation. This style of leadership engenders trust and loyalty from the group members. The paternalistic business leader encourages developing new skills and for employees to work towards the good of the company.

Participative leadership: this style of leadership is inclusive whereby team members are invited to participate in decision-making processes. It’s a more democratic leadership style with all voices being heard and encouraged to share views. These democratic leaders tend to have higher emotional intelligence and a consideration of employees’ wellbeing.

Delegative leadership: this is a hands-off or laissez-faire leader who trusts their team members to do their job with minimal interference. Laissez-faire leadership can be an effective leader strategy with experienced, competent teams who certainly don’t require micromanagement.

Agile leadership: this type of leader focuses on adaptiveness, pacesetting and removing obstacles to change. They encourage collaboration between team members, commitment from individuals and need effective communication skills. It’s similar to transformational leadership as the focus is on being dynamic, adaptable, self-motivated and facilitating change. They’re likely to be a coaching leader as well as transformational leader with that agile mindset.

Transactional leadership: the transactional leader believes in motivation and provides incentives. This rewards-based style of leadership involves clear goals being set and efficient processes to follow. There’s a sense of give and take – the employee gives strong performance and takes a reward for achieving a business goal.

The different leadership styles vary significantly in terms of leadership authority, decision-making processes and employee empowerment, from self-serving to serving others. The chart below captures the key characteristics of each different type of leadership style:

Servant leadership: Among all the types of leadership styles, servant leadership is regarded as the most authentic style of leadership. A servant leader listens to different opinions and perspectives, supporting employees to unlock their potentials, promoting collaboration and trust in the workplace, and improving innovation and overall performance. It encourages team members to be self-motivated, participating rather than simply following instructions (autocratic leadership). Servant leadership is an important leadership skill set that does not only help us to build better organisations, but also enable us to become better selves and build better communities surrounding us.

In summary, leadership has a great influence on an organisation’s success or downfall. Good leaders motivate and empower employees to create innovative solutions and achieve the organisation’s strategic goals. Leaders can adopt different leadership styles and it is advised that servant leadership can enable them to improve organisation performance.

How to onboard remote employees

by Krishna Chodipilli | Oct 3, 2022 | Leadership And Management

Tips for making the Transition go smoothly

Onboarding new remote team members can be difficult, but it’s even more challenging when you’re remote hiring. If you’re unsure how to make the smooth transition, don’t worry! We’ve got you covered. This blog post will discuss some tips for the smooth onboarding of remote employees. By following these tips, you’ll be able to improve the virtual onboarding process, minimize the stress of starting a new job and ensure that your new remote employees feel comfortable and connected to your company from day one.

What is remote onboarding?

Remote onboarding can be defined as orienting and integrating new remote team members into the company culture and workflows without them having to be physically present in an office space from their start date or even before that. While this may seem daunting, implementing a remote onboarding process has several benefits. First, it allows you to reach a wider pool of talent, as you are no longer limited to those who live near your office. Second, it reduces costs associated with traditional onboarding processes or onboarding programs, such as travel and lodging expenses for new team members. And finally, it allows you to ease new employees into their roles at their own pace, without the pressure of performing in front of their colleagues on their first day. With all these benefits, it’s no wonder that more companies are looking for a remote onboarding experience to streamline their new hire integration process from day one and bring them up to speed.

Benefits of Remote Onboarding process

The COVID-19 pandemic has increased in the remote workforce and has become increasingly popular in recent years, but many companies are hesitant to onboard employees remotely. However, there are several benefits to remote employee onboarding that make it worth considering for any business.

Remote employees are more productive.

According to a Stanford University study, remote workers are 13% more productive than those who work in an office.  Working from home allowed them to work “a genuine full-shift rather than being late to the office or departing early several times a week,” which resulted in them taking “shorter breaks, taking less time off and having fewer sick days.” Remote employees also tend to be less stressed, increasing productivity. This is because they have more control over their work environment and aren’t distracted by noise and other people in the office.

Remote employees are more engaged.

According to a study by Gallup, employees who work from home are 4% more engaged than those who work in an office. They also found that “the optimal engagement boost occurs when employees spend three to four days working off-site.” This is likely since remote employees feel more in control of their work, feel welcome in the team, be part of the team even though they are not in-person or face to face a times and are also able to balance better their work and personal lives, which leads to increased job satisfaction.

Remote employees are more loyal.

Employees who work from home are less likely to leave their jobs, according to a study by FlexJobs. This is because they feel happier and more engaged with their work and appreciate the flexible working arrangements offered by their companies. Remote employees also tend to be more productive, stay with their companies longer than office employees, and improve employee retention rates. Therefore, whether working from home is viable is less important than how to make it work for you.

Now that you know some of the benefits of remote onboarding let’s discuss how to do it successfully. Here are some practical remote onboarding checklists:

Remote onboarding basics:

Ensure you have an effective onboarding plan that ensures the new remote worker has all the tools and resources needed to do their job effectively. This includes a good internet connection, a reliable phone or computer, and adequate office space so they can hit the ground running from the first week or day one.

Assigning a Remote Onboarding Mentor:

Assign a mentor or buddy to the new employee who can help them acclimate to the company culture and values and answer any questions they have. Hiring managers can also enable remote employees to stay organized with one-on-one meetings and on track with their work goals.

Preparing the Remote Employee:

Remote employees should be prepared for a certain level of autonomy and responsibility. They should also be comfortable working independently without constant supervision. Before they start working remotely, ensure they are familiar with the company’s policies, employee handbook, and procedures and have the necessary tools and resources to do their job effectively.

Remote Onboarding Tools and Resources:

Remote employees should access company resources such as online training modules, policies, procedures manuals, and training sessions using platforms like LinkedIn Learning and similar tools. This will help them immediately familiarize themselves with your company’s culture and expectations.

Create a communication plan:

Remote employees must be provided with a communication plan that outlines how often the remote employee should check in with their manager and what type of communication is acceptable using company-approved communication tools (email, video chat, phone call, etc.). This will help ensure clear communication between the manager and employee and that neither one feels overwhelmed or ignored.

Microlearning

Microlearning is a fantastic technique to give training in brief, repeatable spurts. This strategy is ideal if you want learners interested but not overloaded with knowledge all at once. It provides learners control by allowing them to set particular objectives for each session.

While the information provided during onboarding is crucial, long presentations and a steady stream of new information can exhaust anyone. You can make your onboarding session more engaging for employees and help them remember the material by gamifying certain parts of it with quizzes and other games.

Because users listen or watch while studying specific videos or reading texts within predetermined time limitations, micro-lectures offer a setting where individuals will learn more quickly – exactly like how we currently consume web content.   Use an internal learning software that will help cover all the fundamentals if you’re beginning with remote work or want to take your staff somewhere on-site or off-site for training on this issue or for happy hour (and what company doesn’t?).

Employ video conferencing tools

The most efficient way to record and transmit detailed information is through video. Since videos can be watched quickly, it has more of the essential visual signals that activate 250 milliseconds after they appear on the screen (and more than 50% faster than text). In addition, people utilize videos to learn new skills for hobbies like cooking and music composition; 87% of people use YouTube for this purpose, according to a 2021 report from The Office of Communications in the UK.

Organizations must ensure that all remote workers have access to video conferencing software like Zoom and Microsoft Teams and the ability to make video calls for team meetings or any meetings.

A study was done by Ctrip, a Chinese travel operator with 16,000 employees, in which certain employees were randomly allocated to work from home. After nine months, they discovered that telecommuters had higher performance ratings (13%) and lower turnover rates than workers who worked in offices; also, they had more than $1000 in rent savings per person! Despite these successes, 49% of respondents said they would prefer not to continue working remotely, primarily due to loneliness. Let’s combat this by giving remote workers access to human contact via technologies like hangouts, Zoom, Skype, and other video-conference tools, which can help offset feelings of isolation when working for extended periods.

Common challenges with remote onboarding employees

One of the most common challenges with remote onboarding is that people don’t know how to manage and communicate with their remote employees properly. This can lead to misunderstandings, miscommunication, and even resentment from the employee.

It’s essential to set clear expectations for the remote employee regarding communication, deadlines, and goals. You should also ensure they have all the necessary tools and resources to do their job effectively. And lastly, be sure to check in with them regularly to ensure they are still feeling comfortable and connected to your company.

Tips for Employees to make the Transition Smoothly

If this is the first time your workforce is all working remotely and for an indefinite period, you might be worried about how productive everyone will be. You might also be concerned about how people feel if they’re lonely or their creativity decreases.

Avoid being distracted

When we work in our homes, which is associated with leisure time, it can be difficult to draw boundaries between what is considered “work” and regular life. The temptation may come along when you’re out of sight or mind; turning on the TV or trying a new recipe could happen quickly without thinking about how these activities will affect future deadlines, for example.

But there’s hope! Dedicate specific hours every day (or week) as working sessions punctuated by breaks just like at your office job–rescheduling meetings if necessary so that focusing solely gets done over several sessions instead perpetual multitasking does less justice.

The Pomodoro Technique is a time-management technique that suggests you create checklists and work solidly for 25 minutes before taking short breaks to clock in new tasks. Several apps allow blocking websites or only viewing one window at a time to boost productivity by minimizing distractions from outside sources such as interruptions, which consume 28% of an employee’s average day, according to a 2017 Robert Half Talent Solutions study and OfficeTeam.

The best way to maintain balance is by simply helping employees know their limits and respecting them. It would be best if you also tried not to overextend yourself during regular hours or beyond. This will cause burnout which leads to feelings of depression & anxiety, costing $1 trillion globally every year, according to the World Health Organization (WHO), due in part to a lack of productivity by demanding work environments.

Create a Template (Structure, Routine, and Ergonomics)

If you are always working from home, it is essential to have a routine, structure, and daily plan keeping in mind the different time zones one works in.

If you wake up at 9 am and start working from your bed, you will not be very productive. Working from home does not mean you can work less complicatedly. If you do this, you might lose your motivation. The clothes you wear in bed can help you relax and switch off, instead of working. If you want to get ready for work, like when you are going to the office, set the alarm for the same time as if you were going to commute and exercise or take a walk first. Shower and change into clean clothes first.

Try to create a comfortable remote environment that helps you be efficient when you work. It would be best if you tried to make your work environment as similar as possible to when you are working. This is called ergonomics. Ergonomics is the study of how the working environment affects employee efficiency. For example, a study found that productivity increased by 15% when people worked in an environment with plants. Future Workplace, a research firm, found that the number one perk employees want is access to natural light and views of the outdoors.

People with a lot of natural light in their environment report less eyestrain, headaches, and drowsiness. If you need to use a monitor at work, try to take it home with you so you can use it in the best environment. Your preferences may be different from other people’s. You may work better in complete silence or with some background noise. You may also prefer to stand up rather than sit down. Ensure you don’t take advantage of your colleagues’ inability to see what you’re doing when they’re not around.

Focus on moving and eating nutritiously.

Exercising is good for your physical and mental health. It is shown that walking can improve creativity by 81% and helps you relieve stress, be more creative and productive, and be a better learner. Exercising also makes you happy because it releases endorphins, but according to the National Health Service in the UK, 80 percent of adults don’t adhere to the recommendations for aerobic and muscle-building exercises. If you have to stay at home because of quarantine, don’t worry! You can still move around.

We need a consistent food supply because our brains need glucose to function. Amazon offers resistance mats for standing desks to reduce strain on your heels and knees at a reasonable price. YouTube also has free fitness instruction videos. Ensure you take frequent breaks for cooking, eating, and snacking (healthily). Regular eating is essential for the routine establishment and affects engagement and productivity. Finding a balance between taking frequent breaks and eating healthy foods may be difficult because it can be tempting to skip meals altogether or to eat junk food.

Our brains don’t function as well if we eat unhealthily prepared foods, so the quality of the food we eat is crucial. According to a study, those who consumed more fruits and vegetables were also more curious, interested, and motivated. This makes sense, given that various vitamins and minerals in fruits and vegetable aid in the production of dopamine. Dopamine is crucial for motivation, engagement, and learning. As a result, make an effort to eat well.

Keeping lines of communication open and active

Building a good team requires open and constant communication. The ability to communicate remotely has never been more straightforward, thanks to technology!

Ensure everything stays on track without any gaps in communication that could lead down an undesirable path (such as forgetting about deadlines). Set daily goals and hold frequent check-ins at each stage of the process using tools like Slack channels or Microsoft Teams that enable real-time collaboration with your coworkers throughout the day.

Proper communication is crucial for the team and business to perform more efficiently. There are solutions to these problems, but if you leave work after lunch without unmuting your notifications, over time, this could breed mistrust among coworkers who might start to think their concerns weren’t significant enough or weren’t heard by management due to a lack of attention from certain people on shift at any given time. According to McKinsey Global Institute, companies employing social technology had 20% higher productivity, which suggests that they are probably using message boards of some sort.

Conclusion

The company’s mission is to have happy employees and better productivity. The content will serve as both inspiration AND a reminder of why we do things like work remotely: because our teams can. You can do all of this and more with Leadership Tribe.

Organizational Barriers to Change

by Andy Kimrbrey | Sep 15, 2022 | Agile Coaching, Leadership And Management

How to overcome organizational impediments

Understanding the different types of barriers existing within an organization is crucial to overcoming organizational impediments. It will allow you to develop a strategy to overcome any employee resistance to the corporate change process that may occur within the organization. Once the design is in place, it is crucial to implement it and evaluate the results. One should know how to make necessary adjustments to achieve the desired outcome. Whatever approach you take, it’s important to be relentless in your efforts as a change catalyst against the status quo.

You have been working as a change agent (Scrum Master, Agile Coach, Enterprise Coach, Leader, or fill your role here) at your company for a few years now, and you’ve seen how things have been done for as long as you can remember. You know that some organizational impediments prevent organizational change, but you’re not sure what they are or how to overcome them. You also don’t know whom to turn to for help. It can be challenging to create a change initiative within an organization, especially if you don’t know where to start. This article will discuss the different types of organizational impediments to change and how to overcome them. We’ll also provide tips on how to be a successful change catalyst within an organization. So, if you’re ready to make some changes, keep reading.

To successfully overcome organizational impediments, you must learn how to identify the suitable approaches and takeaways for your situation. It would be best if you also learned how to communicate effectively with leaders about the change management process. It involves developing a strategy for overcoming resistance to organizational change and implementing it successfully.

You can do several things to develop a successful strategy for overcoming resistance to change initiatives. One of the most important things is understanding how to overcome organizational barriers. It will allow you to develop a tailored approach that will be more likely to succeed.

You also need to identify the sources of resistance to change. It will help you target your efforts and ensure that you’re addressing the biggest obstacles head-on. It’s also essential to build a coalition of supporters who will help you implement planned change initiatives and evaluate them retrospectively.

Finally, it would be best if you are prepared for setbacks and willing to make necessary adjustments along the way. The key is to be relentless in your efforts and never give up on your goal of making organizational changes.

Understand the types of organizational impediments

The first step in overcoming organizational impediments to change is gaining an in-depth understanding of the most common barriers. Several different types of barriers may exist within an organization, and it’s essential to be aware of them. Some of the most common types of organizational impediments include:

Structural Barriers:

These are barriers created by the organizational structure, policies, and procedures. They can create silos and make it difficult or impossible to managing change within the organization.

Behavioral Barriers:

These common barriers are created by the way people behave within the organization. They can include resistance to the change process, groupthink, and risk aversion.

Political Barriers:

The politics of the organization create these barriers. They can include things like power struggles, favoritism, and turf wars.

Organizational Culture:

A company’s culture can cause barriers to organizational change, including norms, values, and beliefs.

Technological Barriers:

These barriers to organizational change are created by technology. They can include proprietary software or systems that are difficult to change or upgrade.

Environmental Barriers:

The external environment can also cause barriers to organizational change. They can include things like regulations, competition, and economic conditions.

Once you understand the different organizational impediments that may exist within your company, you can begin to develop a strategy for overcoming them. It involves identifying the sources of resistance to change initiatives and building a coalition of supporters who will help you implement and evaluate your changes successfully.

Identify the sources of resistance to organizational change.

The sources of resistance to organizational change are necessary to identify because they can be the biggest obstacles to achieving your goal of implementing change initiatives within the organization. There are several different sources of resistance, and each one can be a challenge to overcome.

Some of the most common sources of resistance to the strategic change process include:

Reluctant to Change:

It is one of the most common sources of resistance, and it can be challenging to overcome. People may resist changing how they do things, even if it’s for the sake of the organization.

Groupthink:

It occurs when people are reluctant to question the decisions or actions of the group. This approach to decision-making progress can lead to stagnation and prevent changes from being made.

Risk Aversion:

It occurs when people are afraid to take risks, even if they could lead to improvements or innovations. It can hinder progress and prevent transformational change.

Power Struggles:

These occur when people attempt to gain control or influence over others to further their agenda. They can create team conflict and prevent change efforts from being made.

Favoritism:

It occurs when people are given preferential treatment based on personal relationships instead of merit. It can lead to unfairness and dissatisfaction among employees.

Turf Wars:

These occur when people try to protect their areas of responsibility or power by preventing others from encroaching on them. They can hinder progress and prevent changes from being made.

Poor Change Management:

It is building a coalition of supporters to overcome the resistance to change. It is frequently cited as one of the main reasons for organizational change resistance. Poor change management can lead to confusion, frustration, and a lack of understanding among employees. It can make it difficult to implement successful change initiatives successfully.

Develop a strategy to overcome resistance to change

Once you understand the sources of resistance to change, you can develop a strategy to overcome barriers. It involves identifying the strategies that will most effectively overcome each type of resistance.

Some of the most common strategies for overcoming resistance to change:

Persuasion:

This strategy involves convincing people that the changes are necessary and will benefit the organization. It can be effective in overcoming reluctance to organizational change and groupthink.

Incentives:

This strategy involves offering incentives to employees for accepting and implementing the changes. It can effectively overcome reluctance to a change process, risk aversion, and power struggles.

Education:

This strategy involves educating employees about the necessary changes and how they will benefit the organization. It can effectively overcome groupthink, risk aversion, and power struggles.

Communication:

Lack of communication can be detrimental to any change initiative. This involves creating an effective communication strategy that regularly communicates with employees about the change’s progress and solicits feedback. As well as being in the frontline and collaborating with them to ensure that the changes are made in a way that is most beneficial to them and the organization. Making the timelines visible This can be an effective way to overcome resistance to change, especially in cases where employees feel that they have a say in the process.

Collaboration:

This strategy involves working with different levels of the organization’s employees to develop and implement the changes. It consists in soliciting their input and feedback and collaborating with them to ensure that the changes are made in a way that is most beneficial to the organization. This can be an effective way to overcome resistance to change, especially in cases where employees feel that they have a say in the process.

Using ADKAR Change Model as a tool to implement change

ADKAR can help you overcome these obstacles and ensure your change management initiative is successful. ADKAR is a five-step change management framework that Prosci developed. It stands for Awareness, Desire, Knowledge, Ability, and Reinforcement and outlines the steps to implement change projects successfully. Let’s take a closer look at each stage.

Awareness:

This step involves raising awareness about the need for change and getting people to buy into the idea of change management. It’s essential to communicate the reasons for the transition to senior management and mid-level managers about how it will benefit the organization.

Desire:

This step involves motivating people to want to make changes. It would be best if you showed them how the changes would improve their lives or the lives of others within the organization.

Knowledge:

This step involves enabling employee productivity by providing information about the changes so that they understand what is required. Employees need to know what to expect of them and how they can complete the tasks associated with the change.

Ability:

This step involves helping employees develop the skills and knowledge necessary to implement the changes successfully. Identify the training and development programs to support employees learn new skills.

Reinforcement:

This step involves ensuring employees have the support they need to sustain the changes over time. It may include providing feedback, coaching, and rewards for successful change implementation.

By following the steps of the ADKAR model, you can overcome barriers to change management and successfully implement new processes in your organization.

Implement the strategy and overcome resistance

Once the strategy is in place, it is crucial to implement it and evaluate the results. Change agents need buy-in from top management to make necessary adjustments to achieve the desired outcome. Whatever approach you take, it’s important to be relentless in your efforts as a change catalyst against the status quo.

The best way to ensure the strategy is successful is to get buy-in from as many people as possible. One can be done by regularly communicating with employees about the changes progress and soliciting their feedback. It’s also essential to provide incentives for accepting and implementing the changes.

If you can overcome the sources of resistance to change and successfully implement your change management strategy, the organization will be much more likely to achieve its goals.

Evaluate results and make necessary adjustments

Evaluating the results of a change initiative is essential for determining whether the changes have been successful. It will involve assessing the changes’ impact on employees, customers, and all the stakeholders’ buy-in. It also includes assessing the financial and operational effects of the changes.

If the evaluation results indicate that the changes have not been successful, it may be necessary to adjust your strategy. It could involve modifying or abandoning the changes altogether. It’s essential to be flexible and willing to make adjustments as needed to achieve success.

Conclusion

No matter how well you plan for or communicate your change management strategy, there will be some adversity. It happens when emotions become involved. People can sometimes react and push back when workplace changes occur.

The key to successful change management is anticipation:

You can consider System Thinking and taking the entire organization in perspective, wearing different hats, using bespoke coaching models to address the change, and putting appropriate strategies and processes in place before introducing the change. Even seasoned executives struggle to get buy-in when that change is complex in scope, long-term, or encounters strong resistance. If you are new to leadership or not, consider engaging a change management consultant at Leadership Tribe to help you. By ensuring that the anticipated return on investment (ROI) for the change is triumphant, that investment could yield enormous rewards for your company.