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How to coach your employees to prioritize

How to coach your employees to prioritize

 
 
00:00 / 00:06:27
 
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Now more than ever, your employees need your help.

Today’s podcast will show you step by step how you can help your employees prioritize their projects and get back on track.

Step 1️⃣ Make the ask

Step 2️⃣ Give clear instructions

Step 3️⃣ Demonstrate trust

Step 4️⃣ Inform and clarify

Step 5️⃣ Align and Agree Spending 15 minutes with your employee helping them prioritize can make all the difference.

How to coach your employees to prioritize

Its no surprise, we’re working longer hours, and our stress levels are on the rise.

Now more than ever, your employees need your help.

Today’s video will show you step by step how you can help your employees prioritize their projects and get back on track.

​Also, according to research, successful employees strongly agree with the following statements:

✅ My manager helps me set work priorities.

✅ My manager helps me set performance goals.

I know you’re busy; however, spending 15 minutes with your employee helping them prioritize can make all the difference.

I’d love to know how this exercise goes.

Keep leading.

Ali

PS: ICYMI – Here’s a podcast on 3 time-tested tactics to manage a remote team.

How to manage a struggling employee

How to manage a struggling employee

 
 
00:00 / 00:12:45
 
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As a manager running a remote team has become much more complicated, and chances are either you or your team is starting to feel the pain.

A number of leaders have reached out to me asking “How do I manage a struggling employee?”

Today I’m sharing two strategies and one mistake managers make when it comes to managing an employee whose performance is slipping. 

✅ Strategy #1: Understand the difference between skill and will.

✅ Strategy #2: Help them reprioritize

❌ Mistake: Jumping to conclusions

3 coaching experiments to increase performance

We’re in the 6th month of WFH, and some teams are starting to feel the pain. (FYI – I’m constantly hearing about motivation issues)

How’s your team doing?

According to new research. The pandemic workday is a different beast:

  • We’re working 48 minutes longer.
  • We’re attending more meetings with more people.
  • And, we’re sending (and receiving) more email.
  • [UPSIDE] – The additional meetings are shorter.

As a leader, you need to keep experimenting with different solutions to see how you can help your team sustain forward momentum. Today I’m sharing three that work well.

Experiment #1: Offer to reprioritize

Successful employees strongly agree with the following statements:

My manager helps me set work priorities ✅
My manager helps me set performance goals ✅

We have years of data that proves employees whose managers help them set priorities and goals are more productive.

​I encourage you to meet with your employee and go through their priorities not in a micro-managey way but in a “Lets-look-at-it-together-way can be cathartic.


Experiment #2: Offer more control

One effective motivation strategy is giving your employees more autonomy and control over their day. Experimenting with simple questions like the following will go a long way.

  • Does our current 1:1 time still work?
  • What would you like to change about your current work schedule?
  • Are there any projects you need me to step out?

Agency over our lives is a powerful drug. When our bosses step up and give us more autonomy – we get a boost of motivation.

BTW – Please keep doing your 1:1s with your managers. The following data is showing 1:1s are decreasing the time employees are spending at work (Increased efficiency)


Experiment #3: Optimize for quick wins

If your employee is struggling, try giving them tasks that come with quick wins. You’ll be surprised how a word of encouragement and praise can get them going again. If you see something good, say something good.

Encouragement remains undefeated in the workplace.

Your employees want help and coaching more than ever before. These experiments are worth your time. You have nothing to lose.

Good luck,

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