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The 10 Work Habits of Highly Effective Employees
Are you looking for a special candidate to fill your shoes when you take vacation or call in sick? Are you in need of a reliable team member who can readily assist you with special projects?
According to recruiters, supervisors need only look at the work habits of their team members when deciding which employees can effectively take the lead.
The following are the top 10 "work habits" that supervisors should look for to distinguish the most effective workers.
Punctuality/good attendance. These are the two attributes that reflect an employee’s ability to manage time and overcome obstacles.
Keeps work area clean. Employees who keep their workstations tide are usually good at organizing priorities as well.
Takes direction well. This indicates that the employee fully understands and accepts the standards or policies of the company.
Works well in a team. This is an important quality that proves the employee is not power-driven or overly territorial within his or her work domain.
Admits mistakes. Employees who admit to their errors are the ones who are most open to learning how to do things right.
Displays a positive disposition. Regardless if the employee is a quiet or introverted type, it's important that he or she remain approachable under pressure.
Willingness to coach others. These employees are aware of the fact that knowledge-sharing works for the good of the company.
Presents constructive ideas. This shows that the employee is a proactive thinker, a person who is willing to apply his or her skills to improving the operation.
Takes advantage of training programs. Employees who electively take part in training programs or learn new skills on their own rarely fall victim to job slacking or burnout.
Works with the customer in mind. These employees are more quality-conscious and embrace processes that improve the company's product or service.
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What Employers Should do: Sleep Problems
Lack of sleep is a problem for employers and employees. Employers should take steps to encourage a healthy lifestyle for their workers, including adequate sleep. The following tips will help your employees wake up to good sleep habits.
* Educate employees about the problems associated with sleep deprivation and how to get assistance. If you have an Employee Assistance Program (EAP), it may be able to help. If you do not offer an EAP, and sleep deprivation is an issue in your company, consider offering one, being sure that it offers help in this area.
* For companies with night shift workers, provide information regarding various methods employees can use to cope with sleep issues such as keeping bed and wake times consistent, eliminating noise and light from the sleeping environment, aiming for seven to eight hours of uninterrupted sleep per day, maintaining a regular meal schedule, and avoiding caffeine close to bedtime.
* Encourage employees to take regular breaks during the workday and to get up and move around during their breaks. Exercise has been shown to improve mood and alertness.
* Support team walks. A quick, brisk walk can help with alertness and is good exercise.
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Retaining Younger Employees Isn't Hard if You Know What to do.
Career counselors call younger employees "hummingbirds" because they flutter from job to job. While it's hard to get Generation X & Y workers to stay put, it's not impossible. Not if you follow these strategies.
Beg for their opinions. Studies have shown that one way to reduce turnover with younger employees is to convince them that you value their opinions. Surveys of younger workers always indicate that the top quality they look for in a boss is "someone who listens." Don't just ask them for their opinions; beg them.
Give them some space. Younger employees don't like bosses who hover over them. They want to work at their own pace, according to their own style. Help them set their goals and then give them the freedom to reach those goals anyway way they see fit.
Let them see your face. Despite the fact that most young employees are comfortable with technology, they also put a premium on face-to-face feedback concerning their performance. The more you meet with them face-to-face, the happier they'll be.
Focus on short-term incentives. Younger employees want incentives now - such as flexible work schedules, performance-based monetary incentives, increased freedom in the workplace, and other programs where they can reap the benefits immediately. Long-term, big picture incentives, such as a 401(k) plan aren't as effective in recruiting or retaining younger workers.
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Workplace Factoids
* Nearly 48 percent of office employees ignore incoming phone calls.
* In a survey of more than 1,200 employees, 56 percent say they plan their work schedules only one day in advance.
* Contrary to popular belief, only 29 percent of American companies have a structured mentoring program.
* The National Mental Health Association lists job stress as both a cause and effect of workplace violence.
* The most commonly reported fraudulent activity among employees is stealing office supplies.
* Costs to an organization due to turnover can be as much as 150 percent of the salary of the departing employee.
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