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Making Time for Your Employees
Every organization wants to keep its good employees. And employees who are productive, satisfied and valued in their jobs will generally stay put! How do you know if your employee is achieving those personal objectives? Again, take time. Time for getting his or her feedback.
Reward & Recognition
Most of the time, employees find rewards and recognition more motivating than money. As a matter of fact, it has been found that an employee is more likely to leave an organization because he or she did not receive adequate recognition.
Setting Expectations & Measurement
To be satisfied with their jobs, employees want and need to have a clear idea of what is expected from them. Performance expectations can be an employee’s role in the organization, a specific result to be achieved or goals to accomplish.
Succeeding vs. Settling (Employee View Point)
Keeping the best employees means you need to help them succeed! That takes effort and desire on your part. Desire to give feedback - both good and critical... and encouragement.
Looking Back
Quick activity to link past training to future lessons.
Office Politics Is...™
Have you ever been blind-sided… ambushed… or side-swiped by somebody at work? Being the target of office politics is never fun. This thought-provoking, powerful short video uses impactful imagery, video and music to inform and encourage discussion the on the ups and downs of office politics within an organization.
Discussion Card: Engaged Employees
Engagement is not the same as employee satisfaction… not the same as employee happiness. Employee engagement is the emotional commitment your employees have to the organization… and its goals. These easy-to-use cards provide a simple model (E.N.G.A.G.E.) along with thought-provoking questions on employee engagement. These cards are great for a quick training reminder, reinforcement or as a conversation generator.
Discussion Card: ATTITUDE! Producing Positive Results
We've all faced a difficult employee. Tackling tough situations often means taking a step back and thinking through the issue. Remember, conflict can be reduced and misunderstandings addressed or prevented when we take the time to deal with a bad attitude . These easy-to-use cards provide a simple model (A.T.T.I.T.U.D.E.) along with thought-provoking questions to create a respectful flow of communication - helping leaders, managers and supervisors address individual or team attitude issues. These cards are great for a quick training reminder, reinforcement or as a conversation generator.
After the Hire: Retaining Good Employees
Hiring good employees is never easy. Managers and their organizations must also focus on strategies for keeping their best employees on the job. This program focuses on how to keep your best employees loyal to your organization.
Everyday Diversity™ Avoiding Bias in Hiring
Bias impacts how we see candidates and often limits our ability to find and hire the best talent. Why? Because we often make assumptions about the candidates. Everyone makes assumptions about others... it's a natural part of how we interact with each other. Probably more times than we'd like to admit, we let appearances impact the way we think and treat others.
Everyday Diversity™ Exploring Filters
When it comes to interacting with others in the workplace, we all have filters. Our filters are made up of our experiences, our upbringing, beliefs… and so much more. When it comes down to it, these filters impact how we perceive and understand the world around us. The key is learning how to use these filters to our advantage!
Everyday Diversity™ Keeping Diverse Candidates
So, you hired the candidate you’ve been looking for? Well, your job’s not done. You simply can’t let them fend for themselves. You need to work on keeping them… by making a conscious effort to make them feel included – AND an integral part of the organization. How do we do that? First, introduce them to people in the company who can be of assistance – on the big and the small stuff.
Everyday Diversity™ Selecting Diverse Candidates
How important is it to select diverse candidates? Conventional wisdom says that having team members who are all alike… makes working together easier… and that may be true. But, when it comes to creative and innovative ideas, a diverse team gets better results.
Burst Of Energy
The goal of this energizer is to keep participants motivated during the training.
Encouraging Respect
This activity and worksheet helps facilitate the exploration and discussing of participants’ definitions of respect and the importance of respect.
Generations in the Workplace - Trivia Game
Great meeting opener or training ice breaker for generation training! Forty trivia questions are listed (with an answer key) around popular culture and events during each of the major generational periods. Have fun. Award points. Reinforce key training concepts.
Playing for Keeps
Make keeping the skills alive fun. Use a short program as a meeting opener or as part of a training session prior to implementing a Retention Game.
Set The Mood
This discussion trigger and energizer is intended to set the mood for the training session. Use any Sollah Interactive short video program (a SMART-START™ or meeting opener).
Similarities
Diversity includes such factors as age, race, ethnic heritage, gender, sexual orientation, work experience, first language, income, family status, military experience, religion and many other unique characteristics. Inclusion is the willingness to go below the surface to connect and discover value through our similarities and differences. The goal of this training activity is to find others who share similar characteristics.
Team Spark: Adapt to Encourage Growth
Adaptive communication is a skill that is also critical to organizational growth. Keeping something the same just “because this is the way we have always done it” hinders an organization from innovating and progressing. Adaptation taps into employee skill sets and allows people to utilize their diversity to improve upon old “songs”, making a new version that supports growth.