There are many benefits to taking accountability in the workplace. Workplace accountability can encourage teamwork among employees, strengthen transparency, and improve or benefit employee performance.

In this article, we discuss everything you need to know about accountability in the workplace and why it is important, and provide examples of model accountability in the workplace.

What Taking Accountability in the Workplace Means

In order to meet deadlines and expectations in the workplace, it is necessary to take accountability. Accountability is about much more than owning up to mistakes. It also includes taking ownership of or responsibility for your tasks and striving to do the best you can.

How is Accountability Important?

Accountability is important for a company’s development because it breeds a sense of commitment to work and meeting others’ expectations. It allows team members to hold each other accountable, and for employees to take responsibility for their actions and the actions of others.

More accountability in an organization’s culture increases the ability to be responsible and creates a working environment where employees don’t pass the blame to others, but instead learn to take ownership when something goes wrong.

Examples of Workplace Accountability

Many people in the workplace agree to commitments, but never follow through with them. This sets a bad example of accountability and can damage the trust of other team members, or between leaders and employees.

Here are some great examples of employee accountability in the workplace:

Suggesting Solutions to Problems

Managers want their employees to be proactive and take initiative at work, and one way to achieve this is by bringing solutions when there is a problem. Bosses and colleagues who neglect to find solutions to problems can cause frustration in the workplace.

While you may not have all the answers to every problem, accountability starts by taking a positive and proactive approach. This can be done by getting involved in finding solutions and can boost morale within the team, earn trust from leaders or team members, and promote accountability from other employees.

Proactivity

It’s easy to get so caught up in day-to-day work tasks that you forget to sit back and reevaluate what is and what is not working in terms of yourself, your work environment, and the coworkers around you.

However, accountability requires taking an honest look at the things that can help you understand where to make proactive changes so that you will be able to move forward and progress – as opposed to taking a reactive approach.

Coachability

Being coachable and having the willingness to learn are some of the best examples of accountability in the workplace. It is important to listen to advice from others, as this may help you to avoid issues in the future that could have negative effects on your career or personal life.

There is always more than one way to do something, and others may know something you don’t. Be sure to ask when you don’t know, and be open to accepting skills and knowledge when it is passed on to you.

Responsibility

Personal accountability includes accepting responsibility for mistakes you made and taking the necessary steps to resolve the problem and avoid making the same mistake in the future.

While admitting you were wrong can sometimes be difficult, it is important to remember that making mistakes is part of human nature. The best way to deal with such situations is to admit your mistake, actively search for solutions, and learn from them.

Speaking Up and Saying What Needs to be Said)

If you see something wrong happening in your workplace, it may be difficult to speak up. However, ignoring the problem is just another way of contributing to it, and showcases a lack of accountability. This can lead to problematic situations continuing and escalating when they could have and should have been dealt with sooner.

It is better to be brave and speak up when you notice a problem. As a result, you contribute to the working environment improving for everyone once the problem is resolved.

Accountability also includes taking a strong stance where others won’t. This could mean saying something others won’t like hearing, but having the courage to do so anyway.

Accept Criticism Gracefully

Apart from being able to accept responsibility for one’s actions, one of the most important accountability skills is being able to accept criticism with grace. In order to do so, you must be able to let go of your ego and listen to others when they provide you with constructive criticism and feedback.

Taking such feedback and growing from it can help you grow and develop, both in your professional life and your personal life.

Stay Focused

The workplace is always filled with distractions that need to be dealt with. As a result, you may need a lot of resilience, determination, and patience to focus on your work tasks and other things that require attention.

How you handle yourself in such situations demonstrates your values and your work ethic. Effective prioritizing of tasks can mean more respect from colleagues and superiors and forms part of accountability in the workplace.

Good Communication despite Disagreements

It’s impossible to agree with everyone. In the workplace, teams are made up of several people, each with their own personality and views. As a result, there tend to be differences of opinion.

While it may be difficult to remain calm in a situation where you feel that you are right and another person is not, being mature enough to handle disagreements calmly and patiently is an excellent way to become more accountable. This way, you will be able to successfully communicate your ideas and thoughts during a disagreement in the team, without emotions getting the better of you.

In turn, others will be able to learn from and follow your example when dealing with differences of their own.

Sincere Apologies

A sincere apology can go a long way in the workplace.

It is a good idea to apologize first after a disagreement or making a mistake, especially once you realize you are at fault. When apologies are sincere, others can see that you are taking accountability and learning from you.

Policies and Procedures

Workers tend to lose trust, respect, and confidence in people who do not follow protocol or established procedures in the workplace. Having such procedures in place is an excellent way to measure accountability and keep tabs on employees trying to cut corners.

Show Up

Constant absenteeism or missed deadlines are quick ways to lose respect and value in a workplace. Workers who take accountability are those who consistently show up for work, either at the right time or early, and rarely miss important briefings or team meetings.

In order to take accountability for tasks assigned to you, and the conditions laid out in your work description, you will need to be involved and present on a daily basis.

Confront Problems

Accountability means being able to confront problems. Dealing with them directly shows bravery, and that you are not afraid to deal with shortcomings and challenges in the workplace.

In turn, this can be a great way to show others that they are being counterproductive when they actively avoid problems.

Initiative and Leadership

While most companies hold employees accountable and expect each team member to showcase a sense of accountability, you may still find yourself in situations where people around you are unable to perform tasks.

However, part of being held accountable is helping and guiding colleagues who are struggling, even when you won’t benefit from it directly. This shows your leadership skills and a willingness to take initiative.

Transparency and Sharing Information

Accountability can help to foster positive relationships, employee engagement, and higher job satisfaction in the workplace. It also fosters an environment of openness and transparency when you show others that you can be honest with yourself and your team members.

While this goes for taking responsibility for your mistakes and being transparent about issues that may halt progress in the workplace, it also includes sharing ideas or knowledge that could help coworkers and team members to perform better in their jobs.

Additionally, sharing ideas and information with others can help to avoid misunderstandings. It also ensures that every team member understands the goals of the team or company as a whole, and is able to work towards them.

This also helps to improve efficiency with teamwork and communication across different teams and departments. This is also a good way to encourage accountability and honesty in others.

Assisting Colleagues

When you showcase your ability to be held accountable, it earns the respect of coworkers and creates a safe space wherein employees feel that you can be trusted to help them complete tasks if needed.

This, in turn, shows your commitment and willingness when it comes to teamwork, and can result in high-performing teams.

Resolve Issues Before They Escalate

Another great way to embed accountability in your everyday work life is by being proactive when it comes to issues, and working to resolve them before they have a chance to escalate. Things can get out of hand quickly if problems are allowed to build up.

Take the time to resolve a problem as soon as it’s identified, instead of letting it get bigger. This can save everyone a lot of trouble and encourages employees to voice problems before they escalate, too.

Honesty and Openness

Being honest and open with superiors is a great way to earn their trust. This can mean simply speaking up when you have a problem or when a situation falls outside of your skill set.

Another way to earn trust is by consistently achieving great results without needing to be micro-managed by superiors.

Responsibility for Team Performance

Someone who is accountable is someone who also accepts responsibility for what happens in a team, as this is a reflection on the team leader.

When a team isn’t performing well, it is the responsibility of the team leader to improve those results by working with the entire team and showing commitment to achieving team goals. Similarly, a high-performing team reflects well on the manager.

Attention to Detail

Double-checking work for flaws or potential improvements before submitting it is a disciplined way of working and shows accountability. Creating the habit of checking your work, or the work of team members, carefully before submitting it is also a great way to avoid mistakes further down the line.

Times have changed and the workplace is no longer seen as merely a means to an end. Instead, people in today’s society view the workplace as an extension of oneself. The workplace can define a person by allowing them to be creative and satisfy their ambitions.

However, for many employees, the workplace can be an increasingly stressful environment, which, in turn, can lead to poor health. Studies have shown that up to forty percent of Americans find their workplace stressful, with a general rise in stress among adults within the past two years.

While stress can be a natural, everyday occurrence and can even function as a motivating force in small doses, it can have serious negative effects on both mental and physical health if it is allowed to build up. And with stress fast becoming a common occurrence in any workplace, it can be difficult to find a low-stress job.

Fortunately, there are a variety of effective strategies and techniques that could help to reduce workplace stress, including workplace counseling.

Common Issues Affecting Employees

In a society where most people spend over forty hours at work every week, it comes as no surprise that there is a myriad of different stressors that may negatively impact work performance. It is also not uncommon for stress and tension to develop between colleagues, as different workers have different personalities, ways of communicating, and world views. These tensions can, in turn, decrease employee performance and productivity, or even lead to problems with mental health.

Some of the most common stressors and problems in the workplace include:

• Conflict with colleagues or co-workers (Interpersonal Conflict)
• Problems communicating with co-workers, bosses, or clients
• Verbal, psychological, discriminatory, or sexual harassment
• Discrimination or prejudice
• Bullying, abuse, or mistreatment
• Bribery
• Gossip
• Multitasking or overwhelm
• Disorganization and lack of structured processes
• Physical discomfort or restraints
• Low job satisfaction or motivation

Effects of Workplace Stress

Stress in the workplace can have significant, long-lasting effects on a person’s mental and physical health, especially when left untreated. Many people who experience work-related stress regularly report symptoms such as eye strain, difficulty sleeping, and more regular sick days.

Some physical health problems caused by work stress that can become chronic conditions include:

• Heart Attacks
• Hypertension
• Pain
• Insomnia

Stress can also lead to developing unhealthy habits that contribute to these conditions, such as:

• Overeating
• Inactivity
• Smoking
• Drug Abuse

Additionally, work-related stress can have detrimental effects on a person’s mental health as well. Stress can cause a physiological ‘fight or flight’ response, which can, in turn, remove a person’s ability to reason. It also leads to burnout, a psychological syndrome caused by constant exposure to stressors. It occurs due to work-related exhaustion and can lead to a myriad of mental health problems, such as depression or anxiety.

Signs of Stress

While everyone experiences stress to some extent, it can become a problem when that stress starts to impact your mental or physical health negatively. Here are some signs of work-related stress to look out for:

• Feelings of negativity
• Lack of concentration
• Lack of productivity
• Irritability
• Short temper
• Changes to sleep (more or less than usual)
• Aches or pains
• Social avoidance

Techniques for Self-Care

Self-care is essential, especially during times of stress or tension at work. It is also important to recognize your stressors and deal with them effectively. While this can be difficult, there are some ways to care for yourself and reduce your risk of stress-related illness. These include:

• Drinking enough water and maintaining a balanced and healthy diet
• Take regular breaks during the day and don’t skip lunchtimes
• Work regular hours instead of working overtime
• Don’t neglect your social or personal life, and make time for friends and family
• Get regular exercise
• Get massage therapy
• Have an open and honest discussion with your supervisor and come up with a plan to manage and reduce your stress

Benefits of Workplace Counseling

How Therapy and Workplace Counseling Helps Employees

Employee counseling with the help of a professional can be beneficial in many ways, including enhancing personal growth and ensuring improved employee performance. It can also help to improve an employee’s personal life and assist them in overcoming workplace challenges. The positive impact of a wellness program that offers employees counseling sessions free of charge may also lead to reduced absenteeism.

Employees with mental health issues such as anxiety and depression caused by work stress can be treated during therapy. Therapy also assists in improving communication skills and conflict resolution, and these techniques can be applied in the workplace.

In some cases, employees may undergo Cognitive Behavioral Therapy (CBT) to help them identify and change unhealthy thought patterns and behavioral tendencies. Aiding employees in finding their own solutions to personal problems can improve their general mood and well-being.

Stress management techniques like Mindfulness and Meditation may also be effective treatments for workplace tension. It trains the brain to relax and helps individuals to open their minds and increase their curiosity by focusing on the present. Employees can do this via mindfulness apps, classes, informal exercises, and guided meditation sessions.

When considering job satisfaction, performance, and fit, Vocational Counseling may come in handy. It offers a great opportunity to analyze and discuss your current and future career plans. In this way, counseling can also decrease costs related to employee burnout, absenteeism, high turnover, and accident-related disability.

Sometimes simply having a patient listener as a sounding board, without necessarily giving advice, can already be hugely helpful to employees and lead to various positive organizational changes, such as greater synergy.

In some cases, managers may refer employees to counseling sessions as part of a disciplinary process.

The Many Benefits of Workplace Counseling

Workplace counseling is an invaluable resource that can reduce employee stress and help individuals to:

• Understand situations and find a different perspective
• Increase self-awareness
• Understand personal issues better
• Generate a more positive outlook
• Find a better work/life balance
• Improve their decision-making skills
• Change unhealthy habits and thinking patterns
• Find alternative solutions to issues or problems
• Improve poor people management skills
• Manage work-related stress and anxiety
• Improve their problem-solving skills
• Manage issues and cope better with stressors/ tough situations
• Repair dysfunctional workplace relationships
• Improve work-life by learning how to utilize stress and anger management techniques
• Manage behavioral problems brought on by tension or stress in the workplace

In some workplaces, workplace counseling is offered free of charge through an employee assistance program. If you are a remote employee, you may find online counseling, support, or therapy offered via video calls or instant messaging for workers in more remote settings.

If you require support with work stress, check whether your job offers a workplace counseling program. A counseling session can also be helpful if you are struggling with a personal problem that is affecting your work.

In this article, we cover the latest updates regarding current and foreseeable changes to the GS according to Congress and White House policies.

How Does the GS Pay Scale Work?

The GS pay scale is administered by the United States Office of Personnel Management on behalf of other federal agencies.

Salaries under the GS are comprised of a base salary and a ‘locality pay adjustment’. The base salary is derived from a table compiled by the Office of Personnel Management and is used as a reference point for the locality pay adjustment.

The Locality Pay Adjustment

The locality pay adjustment is a measure that was introduced in 1994 under the Federal Employees Pay Comparability Act (FEPCA) in an attempt to address the need for pay reform between federal and non-federal workers.

In other words, there was a major gap between the salaries of individuals who worked for the state and those who worked in the private sector.

Additionally, all GS employees received the same pay regardless of location, which failed to account for the differences in the cost of living in major metropolitan areas.

As a way to address the disparity between wages, FEPCA divided the United States into locality pay areas, the majority of which encompass large metropolitan areas such as Washington D.C., New York, and Los Angeles. An additional two areas cover the states of Hawaii and Alaska, while the remainder of the U.S. is included in the catch-all ‘Rest of U.S.’ locality pay area.

Under this framework, all the areas, bar the ‘Rest of U.S.’, are entitled to pay adjustments in addition to the general adjustment provided to all GS employees. The ‘Rest of U.S.’, on the other hand, only receives the general adjustment that all GS employees receive. Furthermore, salary adjustments for those in other U.S. territories and overseas occur separately from this adjustment.

Who Oversees Changes to the GS?

Changes to the GS are normally authorized via Executive Order from the President or via legislation by Congress. Generally, the President conducts annual across-the-board pay adjustments (including locality pay adjustments) at the start of each calendar year.

The across-the-board adjustments to the GS are based on the cost of employment in a given area as determined by the Department of Labor’s Employment Cost Index (ECI).

GS Pay Grades and Step Structure

The GS is divided into 15 pay grades, each of which comprises 10 steps. Jobs are classified into a specific pay grade according to the qualifications required and the level of responsibility involved.

To elaborate, GS-grade 1 through GS-grade 7 are generally considered entry-level positions, while GS-grade 8 to GS-grade 12 comprise mid-level positions, and GS-grade 13 and above cover top-level positions.

New GS employees are usually placed in the first step of their assigned pay grade, although employers can employ someone in a higher step at their discretion (some agencies may even appoint them at a higher grade instead).

Advancing in the GS Pay Scale

As mentioned above, each pay grade in the GS pay scale consists of ten steps. Employees typically receive a step increase or federal pay raise after working for a predetermined amount of time in at least a satisfactory manner.

Generally, the length of time between each federal pay raise increases as the employee moves up the ranks, but it is also possible for them to receive a ‘quality step increase’ (QSI) as a reward for outstanding work performance, which will reduce the overall time it takes for them to reach the final step in their pay grade.

The time intervals between each pay increase are as follows:

• Steps 1 to 4 = 1 year
• Steps 4 to 7 = 2 years
• Steps 7 to 10 = 3 years

It is also possible for employees to advance to a higher pay grade, though this depends on their job description and the agency they work for. This type of advancement usually takes place within a ‘career ladder’; that is, employees who perform satisfactorily will move up the GS grades, typically on a yearly basis, until they reach the highest GS grade for that career. Advancing beyond the top grade (such as to a managerial or specialized technical position) generally occurs via competitive selection.

However, not all professions accommodate such a ‘career ladder’. This forces employees seeking advancement to pursue alternative lines of work, either within their organization or elsewhere.

Updates to the 2023 GS Pay Raise

In light of higher-than-average inflation levels and cost of living adjustments, experts foresee a record federal pay raise for civilian federal employees on the General Schedule pay scale in 2023.

This prediction was confirmed in a letter from the White House to Congress, which stated that there would be a 4.6% average pay increase for all federal workers on the GS pay scale in 2023.

This pay raise proposition checks out with the White House budget for March. The pay raise includes a 0.5% increase in locality pay, so all federal employees would receive a base pay raise of 4.1%. This pay raise came into effect on January 1, 2023.

This alternative pay plan aims to enable the Federal Government to retain a qualified federal workforce and a competitive labor market despite the growth and retention difficulties that have led to a disparity in pay between federal and non-federal employees.

If you are a hiring manager looking to fill out an executive role with an unusual skill set or a niche vacancy requiring specific qualifications and a unique perspective, a retained search is your best option. But what is a retained executive search firm? How do executive search firms find candidates?

What Is A Retained Search?

Retained search, also called executive search or retained recruiting, is a highly personalized, high-touch recruitment process often used by companies and organizations looking to source and hire for executive-level or niche roles. The term originates from “retainer,” which is paid to the executive search firm upfront to retain it for the entire duration of the hiring process.

In a retained search, the firm works closely with its clients to determine what they are looking for in terms of skills, location, and salary in the right candidate. Additionally, recruiting firms also look at the organization’s workplace culture and the goals it is aiming to achieve to find the most qualified candidates for the position.

How Is Retained Search Different From Contingent Search?

Contingency recruitment—also called the contingent search model—is a hiring process where the recruiting firm will only receive the agreed-upon search fees after the company hires a candidate.

Unlike retained search firms, contingent firms often juggle multiple clients at a time. Because their pay is dependent on their performance, contingent search firms often try to work quickly to produce potential candidates for their clients, even if they aren’t necessarily the right talent for the role.

With this type of recruitment process, companies can save costs as there are no upfront expenses. Companies are also not required to work with the firm on an exclusive basis, which means hiring multiple recruiters simultaneously for talent acquisition services is possible.

That being said, contingent search firms often focus on quantity than quality. A contingent recruiter may also present the same set of candidates to a variety of clients.

How Do Retained Search Firms Work?

• In the retained search model, the client will negotiate the fees with the firm firsthand. Once the fees have been agreed upon, the company will pay a portion of it upfront and sign a retained search agreement.
• The portion of the fee that constitutes the initial payment varies depending on the agreement of the firm and the client. Retained firms usually charge about 25% of the starting salary of the position they are recruiting for and might later include bonuses and commissions. Some retained firms also charge 33.33% of the annual compensation of the recruited candidate. [1]
• In some cases, the amount is paid in three separate stages: 25% to 50% upon contract signing, 30% once an offer has been made, and the remaining balance when the candidate joins the organization.
• The recruiter regularly provides clients with information like prospect lists, referral conversion, and more.
• Retained search contracts do not replace any current contingency agreements. Candidates produced by a retained search firm are also covered under separate contracts.
• Retained search firms commonly take a minimum of four (4) weeks before they present a slate of prospects to their client. During this period, top retained executive search firms often delve deep into their networks, researching prospects that fit the client’s unique requirements.
• Retained search firms guarantee to redo a search if the recruited executive leaves before a certain milestone (typically between one to three years). However, this is only possible if there has not been any material change in the position requirements or management team. [2]
• Retained firms are employed to conduct the entire search and recruitment effort from the startup until the executive starts working. [3]

Stages Of Retained Executive Search

The process of finding the right candidate varies little between different executive search firms. In fact, the basic steps in the retained search model are described by the Association of Executive Search Consultants (AESC).

There are 14 basic stages that most retained executive search firms go through while actively seeking the right candidate to fill an open role.

1. Engaging A Retained Executive Search Firm

To start off the process, a hiring manager must contact a retained firm and hire them to search for quality candidates for a certain position. The firm is also paid a part of its retained search fees, which are usually divided into thirds.

In addition to settling the initial payment, the hiring manager must also agree to sign a contract with the executive search firm. The contracts used by most retained recruitment agencies stipulate that the firm will serve as the exclusive representative of the search of both external and internal candidates for the agreed-upon job postings. The contract will also define engagement timing, off-limits agreements, and other issues related to the assignment.

2. Meeting With Stakeholders

Once the payment and contract have been settled, retained firms meet with the hiring executives and stakeholders to discuss what is required for a particular role. Relevant stakeholders often include members of the company board, senior executive team members, peers, and subordinates.

The meeting is incredibly important in ensuring that the company is getting the best possible candidates for the position. During the meeting, the retained search firm will gather information about the requirements of the role. It will also witness firsthand the management style and work culture, both of which are essential to understanding what makes someone successful at the particular company.

3. Creating Position and Candidate Specification

The retained search firm will draft a description of the open position. The job description should include the reporting relationships and responsibilities of the position. The firm will also create a candidate specification document detailing core competencies, preferred experience, and soft skills.

The documents will serve as the firm’s basis when looking for the top candidates. The documents can also be used as marketing materials on job boards.

4. Setting A Research Strategy

The search firm develops a strategy for targeting companies most likely to yield successful candidates for the position. The strategy will consider the level and scope of comparable roles. It will also include other key data points, such as the location of the office and the work culture.

While planning the approach to take, the search firm will also delineate companies that should not be included in the search, possibly due to sensitive client relationships or client blockage.

5. Conducting Original Research On Candidates

Using the strategy as the blueprint, the search firm conducts original research with the aim of identifying and profiling ideal candidates.

Traditionally, search firms do most of the research online through candidate databases and proprietary information services to yield potential candidates for the open position. In some cases, search firms also make a query across social platforms.

6. Querying Sources

After conducting online research, retained executive recruiters will then turn to their network of sources such as journalists and professional associations for any candidate referrals. Any prospects who meet the requirements of the role are added to the list of potential candidates.

7. Contacting Potential Candidates

The search team contacts prospective candidates on the list to determine whether they meet the requirements of the role. If they meet the primary requirements, the search firm would then gather details on the candidate’s motivation, including what it would take for them to move to another company.

Once all listed prospects have been contacted, the search firm will decide whether more time is needed to find candidates or if it is time to begin a more in-depth interview process.

8. Interviewing Top Candidates

The search firm schedules an interview with the best candidates with the aim of understanding the prospect’s career history. Interviews are done in varying manners, such as in-depth, in-person, or video conferences.

In most cases, search firms also pre-reference candidates to verify their career history, past work performances, and soft skills. Those who do not fit the requirements for the open role are removed from the list of prospects.

9. Writing Candidate Profile

The search firm prepares a written Candidate Profile for each prospect they present to the client. The profile must include a candidate’s education, career history, awards, strengths, and weaknesses.

In addition to the details outlined above, the recruiter can also highlight a candidate’s key motivators and any deal-making information in the profile.

10. Presenting Potential Candidates

Once the profiles are done, the executive search firm presents the candidates to its client during regular progress meetings. After presenting all the candidates, the search firm will work with the client to refine the list down to three to six (3 to 6) strong contenders.

11. Scheduling Client Interviews

The search firm will schedule client interviews with the candidates to help winnow the selection down to two or three prospects.

12. Check Candidate’s References

The search firm will contact the references provided by the candidate and those given by other sources available to the firm. During these checks, the team makes sure to uphold discretion and confidentiality at all times.

The search firm may also employ third-party services to verify a candidate’s employment and academic credentials, though this is not always the case.

13. Extending the Offer

The search firm works closely with the client to position an offer and negotiate a package that is agreeable to both the company and the best candidate.

14. Closing The Best Talent

The contract with the search firm ends when the chosen candidate accepts the offer and joins the organization. In closing the engagement, the search firm should acknowledge the people involved in the process and thank the team for a successful outcome.

While it is not necessary to stay in touch after the engagement is done, a search firm may choose to check on a candidate once in a while to ensure they have a smooth transition into their new role.

Benefits Of Hiring A Retained Search Firm

There may be hesitations on paying an initial retainer to kick off an executive search, but there are plenty of key advantages to hiring a retained search firm to help the company find top-level talent to fill out executive positions and senior roles.

Personalized Experience

All staffing firms, even contingency search firms, offer clients some level of personalization. Retained search companies, however, offer the ultimate tailored experience.

Retained searches are more rigorous than other searching methods. As such, the firm takes on a more limited number of clients, allowing them to assign a dedicated team to focus on finding the perfect candidate for the job position and keeping the client informed of their progress.

Furthermore, the upfront fee acts as a high level of investment in the search, allowing both the firm and the client to operate in good faith that each side is putting their highest efforts into finding a good candidate for the role.

Close Collaboration

The most effective staffing processes are those in which the hiring firm acts as an extension of the company and put the organization’s interests and motivations first. Retained search firms do just that.

Over the course of their engagement with the client, recruiters from the search firm get a clearer picture of the company’s needs, objectives, culture, and values. Having a deep understanding of these factors can be leveraged during the search process and can be used in future staffing engagements where such context is relevant and valuable.

Operates Discreetly

In many cases, casting a broad net and announcing an open position is the best way to go. However, it isn’t always the case for high-stakes roles like executives, board members, and vice presidents.

For starters, many candidates at this level do not feel comfortable letting others know they are looking for new job opportunities. They also might not be willing to talk directly with other companies, especially if they are a competitor.

In such situations, search firms act as intermediaries and introduce the prospect to the client while subtly gauging their interest in the position.

Retained search firms ensure the company’s search remains private and minimizes the risk of sensitive company information leaking.

Make A Good First Impression

Candidates, especially top talents, are likely inundated with inquiries from recruiters, so much so that they tend to ignore cold emails and messages on LinkedIn. Retained search firms use more nuanced sourcing techniques to connect with potential candidates.

Hiring a firm to conduct a more personal search process demonstrates that the company is serious about hiring the best talent for a role and that their resume won’t just add to a pile of CVs for reviewing. This can make a good impression and earn the company top candidates they might not have been able to reach through traditional sourcing methods.

Get Access To Hard-To-Reach Talent

According to a LinkedIn Hiring Solutions report, at least 70% of the global workforce are passive candidates who aren’t actively looking for jobs. That being said, 80% of passive workers are open to new job opportunities with other firms and companies.

Working with an executive search firm helps companies connect with passive candidates who have yet to openly advertise they are looking for a job or who may not even have considered switching companies yet but are open to hearing it.

Exclusivity

When companies hire contingency firms, they are asked to pay only after one of their candidates gets hired for the job. In many cases, this type of agreement works well for entry-level and high-volume positions that need to be filled immediately.

However, contingent searches are likely not the best option for filling out executive positions. A contingency recruiter typically passes along as many resumes as possible, hoping one of their candidates gets picked.

Contingency recruitment does not come with an exclusivity contract. This allows some companies to contact and hire multiple contingency firms to search for candidates. That being said, it also means multiple contingency search firms may contact the same candidate for the same role. This can make your company look unprofessional in the eyes of top talent.

Unlike contingent search firms, retained firms come with exclusivity. This means the firm will be the only one working on the search. With retained searches, the client will not be presented duplicate contacts. Retained firms also ensure the candidate sees the company presented in the best possible light.

Specialized Expertise

When companies work with an executive-retained search firm, they are not only gaining access to their executive headhunting skills but also their recruiting expertise. The right recruiter will function almost as a company’s consultant, providing insights and feedback gained through years of experience.

Additionally, a good retained search firm will ask questions that prompt discussion about what the company is looking for in the perfect candidate in terms of necessary skills and characteristics. The search firm can also point out things the client may not have considered that will help them identify who might be the perfect fit.

However, employees are protected against these kinds of acts by employers and have the right to file retaliation claims against them under state and federal law. This ensures that employees who step forward to report misconduct are not punished for doing the right thing.

In this article, we will explain what are considered acts of retaliation in the workplace, signs of workplace retaliation, and how and when to file a retaliation claim.

What is Workplace Retaliation?

Workplace retaliation essentially involves a leader or employer taking negative action against an employee who filed a complaint regarding harassment or workplace discrimination. According to the Equal Employment Opportunity Commission, filing a formal complaint is a protected activity. Therefore, retaliation in the workplace after a complaint is filed is an illegal activity.

Human resource employees supervisors, and other employees must be well-versed in understanding the concept of workplace retaliation to ensure the proper measures are taken, and employment discrimination is addressed appropriately.

Common employer reactions considered as workplace retaliation include the following:

• An employer takes adverse action by keeping employees from attending business events or meetings.
• An employer transfers an employee to another location or a different department.
• An employer withholds a promotion to a desirable position or raises from an employee.
• An employer gives an employee an unnecessarily negative performance review.
• An employer makes an employee feel unsafe or uncomfortable or makes working conditions undesirable.
• An employer limits the number of hours an employee can work.

In addition to the actions outlined above, there are also several subtle adverse employment acts that may count as workplace retaliation and must be addressed.

Subtle forms of workplace retaliation include:

• Ignoring an employee and excluding them from group activities, which is also referred to as “cold shoulder” treatment.
• Being excessively critical and micromanaging an employee’s tasks that were deemed sufficient in the past.
• Spreading false rumors about an employee.

5 Signs of Workplace Retaliation

Workplace retaliation takes many forms, but if an employer executes a negative action that causes a reasonable employee to exercise their legal rights, it is more than likely enough reason to file a legal workplace retaliation claim.

The following actions by an employer or company leader are commonly observed in cases of workplace retaliation:

1. Termination – An employer fires an employee for unclear or unnecessary reasons.
2. Demotion – An employer causes an employee to lose their status, seniority, and responsibilities and places them in a lower-ranking position.
3. Deduction of hours or salary – An employer gives an employee a pay cut or shortens the hours on their work schedule.
4. Reassignment – An employer assigns certain duties and responsibilities that cause an employee undue hardship.
5. Exclusion – An employer intentionally excludes an employee from training sessions, staff meetings, or any other group activities in which other employees participate.

There are many other forms of adverse employment action, such as unwarranted and unexpected negative performance reviews and using such reviews as grounds for a promotion denial.

How to Prove Retaliation for Retaliation Claims

Proving workplace retaliation definitively requires you to establish three things:

1. You executed a protected activity according to the Equal Employment Opportunity Commission
2. You suffered negative consequences after exercising such an activity
3. The adverse actions that occurred were the direct result of the legally protected activity

Below is an inexhaustive list of legally protected activities:

• Filing a complaint against sexual harassment or other forms of employment discrimination, including race and national origin discrimination in the workplace
• Requesting disability or religious accommodation
• Talking to the police regarding an employer’s action that you believe is unlawful
• Filing a workers’ compensation claim
• Acting as a witness for a colleague in case retaliation occurs
• Talking to your manager, supervisor, or the human resources department about harassment or discrimination in the workplace
• Intervening with or resisting sexual harassment or other illegal practices
• Refusing an order that can lead to discrimination
• Taking a leave of absence that you are entitled to
• Filing a formal complaint with the Labor Commissioner in good faith
• Inquiring about salary differences if you suspect discriminatory wage gaps
• Participating in political actions
• Inquiring about your employer’s policies on immigration

Several federal and state laws protect employees and job applicants when they execute these actions. Anti-discrimination laws explicitly protect workers against retaliation in the workplace following a protected activity.

The most challenging part of a retaliation case is often proving causation. The invoked law determines the connection between the adverse employment action and the protected activity, and some are more precise than others. For clarification, consider these examples:

• Retaliation claims made according to the Sarbanes-Oxley Act are required to prove that the protected activity was a major contributing factor that caused the employer to retaliate.
• A retaliation claim made under the FEHA is required to prove that protected activity was the primary motivator for the retaliation.
• A retaliation claim made under Title VII or ADEA is required to prove that protected activity was the significant action that led to retaliation.

More often than not, it is very difficult to prove that an employer’s actions were a form of retaliation. Circumstantial evidence often serves as the primary grounds to prove that a protected activity led to an adverse reaction. Such circumstantial evidence often includes:

• The close proximity between the negative action and the protected activity
• A dramatic decline in work performance review after the protected activity was exercised
• Co-workers do not face the same level of increased scrutiny for similar activities following the execution of the protected activity

Before filing a complaint against an employer, consult a human resources representative or an experienced employment lawyer to ensure the evidence is sufficient to take the matter further. It will also strengthen your case if a witness is willing to get involved in the retaliation case.

FAQs

What happens if the benefits or salary of a reasonable employee are reduced?

If your salary or benefits are suddenly reduced following the execution of a legally protected action, it is considered an adverse employment action, and you have the right to file a complaint and exercise your legal rights.

An unwarranted reduction in any of the following areas is deemed an adverse employment action:

• Monthly salary
• Hourly wage
• Paid leave
• Commission
• Sick leave
• Medical leave according to the Family and Medical Leave Act
• Overtime payments

Can an employer demote or terminate an employee for performing a protected action?

Termination and demotion are some of the most grievous forms of workplace retaliation. It is common for demotions to occur shortly after the execution of a protected activity. Until such time, an employer will likely reprimand you for minor things and write poor reviews regarding your work performance to justify the demotion.

Is a reassignment considered retaliation?

If an employer transfers you to another work location or reassigns you to a different role without cause, it may be a form of workplace retaliation.

You can distinguish a reasonable reassignment from retaliation by considering whether the transfer puts you in a problematic position, either related to location or duties. Employers are notorious for making an example of an employee by reassigning them. They often reassign staff members to show other employees what will happen to them if they speak up, which is undoubtedly a form of retaliation.

What should I do if I suspect workplace retaliation?

If you suspect that you are a victim of workplace retaliation, it is essential that you see an employment lawyer as soon as possible. Several employment laws entail distinct procedures, so getting the proper guidance is advised.

Some federal and state laws require employees to report their complaints to the organization’s human resources department before further measures can be taken.

If the retaliation claim aligns with Title VII, you must file a discrimination charge with the EEOC, which will effectively serve as a mediator between you and the employer.

The EEOC will conduct a thorough investigation if no conclusion can be reached or if the employer fails to act in good faith. Thereafter, the EEOC will take complete control of the case and sometimes even issue a Right to Sue letter, giving you the right to pursue the claim in the Supreme Court.

HR professionals perform a great deal of HR practices and have many responsibilities in the company. This makes it all the more important to perform a thoughtful and comprehensive HR assessment to ensure everything is in place.

If you’re unfamiliar with HR assessments, or unsure where to start, our guide discusses the What, Why, When, Who, and How to help you understand the essentials of such assessments.

What is an HR Assessment?

An HR assessment is a comprehensive review and evaluation of the services the HR team delivers to an organization. Compared to an HR audit, assessments are actually broader in scope as it looks at all your HR practices, including policies, development programs, and termination practices.

HR Assessments help…

• Provide a strategic analysis of existing workplace policies, programs, and practices
• Evaluate the compliance and effectiveness of the said policies, programs, and practices (i.e. their impact on employee satisfaction, employee’s performance, and the organization’s goals)
• Evaluate the structure and competencies of the HR function, role, and responsibility within the department
• Address any strengths and gaps and determine how those align with employee needs and company goals
• Provide actionable recommendations and solutions

Why conduct an HR Assessment?

There are plenty of benefits to conducting an HR assessment, one of which is being able to determine whether HR needs are being met in an organization.

Other benefits include:

Identify priorities

When you are working day-to-day, tasks can quickly pile up and make everything overwhelming. Conducting an assessment can help you identify your priorities and help determine what categorizes as an “emergency.” It can also help you set what tasks you should address within the next days or weeks and what you can put off until the next month or year.

Compliance

Laws are ever-changing, so much so that it can be hard to keep up with the changes. An HR assessment can uncover any areas where the company is non-compliant and provide solutions that could save the organization money and prevent any negative feedback on its reputation.

Beyond complying with the latest laws, HR assessments can also help you determine if your policies are consistent and equitable.

Inventory

HR assessments can help you get an inventory of your HR programs and identify which functions do not exist. This will give you ideas on what functions you can consider building out. For example, if you do not have performance management or employee retention, you should consider building out these programs with the understanding that they can improve employee retention and make employees feel valued.

Identify gaps

After conducting an HR assessment, you may discover gaps in your HR’s service delivery or uncover the need for additional education, resources, or upgrades in HR-related technology

When to conduct HR Assessment

There are multiple circumstances that may prompt the executive team to conduct a human resource assessment, such as:

• A desire to ensure that HR practices and programs are delivered efficiently and effectively
• Significant HR changes that are impacting existing policies, programs, and practices
• The number of employees in the company has surpassed a certain threshold
• A sudden change in leadership or organizational structure
• A merger or acquisition

Who should conduct HR assessment

An HR assessment is extremely important. As such, we recommend committing adequate resources and expertise to the process. If your internal team does not have the skills and knowledge needed to make a thorough assessment, do consider hiring an HR expert to ensure that the assessment generates measurable results and provides actionable recommendations that benefit the company.

What to include in an HR assessment

A formal assessment should aim to identify whether the HR professional or the department is being successful with their endeavors and determine where improvements can be made.

Below, we’ve listed several key areas that HR assessments should review:

1. Compliance and Administration

Is the company meeting legal obligations in areas such as employee file retention, medical leaves, employee classifications, and anti-harassment programs?

2. Compensation

How are the compensations and benefits being offered to new hires and existing workers (both part-time vs. full-time) determined?

3. Training and Development

What training programs are being offered internally to employees? Is attendance at said training programs being encouraged? Is the company allocating enough funds for the training? Are there any skills gaps that need to be addressed?

4. Talent Acquisition

How is the company advertising open positions? Who is involved in the hiring process? How are offers being made to potential team members? Is there an applicant tracking system in place? Are the job descriptions accurate?

5. Performance Management

How does the company assess employee performance? How are opportunities for improvement communicated to employees?

6. Analytics

How long does the company take to hire for a new position? What is the current turnover rate? How does the company analyze employee engagement?

7. HR Department

Which HR team member is responsible for a certain task? Is the HR department understaffed or overstaffed?

8. Employee Relations

How are employee meetings held and in what form? Has the company conducted an employee engagement survey? How is the company’s mission and vision impressed upon employees?

Workplace training does not only benefit the organization. In fact, there is scientific evidence linking learning to happiness. Providing training courses to your employees allows them to develop skills and gain new knowledge, therefore increasing their satisfaction with the company and improving overall employee retention.

Each person has their own learning style. Some are visual learners, others have better knowledge retention through on-the-job training. The employee training method you choose can affect the outcome of training programs.

How important is it to choose a training method?

Choosing the best training method from a long list of employee training methods can be quite daunting. However, taking the time to figure out the best employee training method to use can go a long way toward ensuring that the program is effective.

Some training methods target a range of learning styles, whereas others only focus on one particular style. We’ll explore the features of the most popular employee training methods below.

Types of Training Methods For Employees

1. Instructor-led Training

Instructor-led training, also known as classroom learning, is one of the most traditional training methods for employees. This method mimics other classrooms in that an instructor is preparing and leading the program. Normally, instructors use a lecture-style presentation with visual components.

Instructor-led training is popular as it can easily be customized to meet the organization’s specific needs, making it one of the most effective employee training methods. Additionally, it can also be done in several ways, i.e. through in-person training or through online training.

Classroom learning has many benefits, one of which is giving employees the time to interact with their trainers and ask any questions that might otherwise go unaddressed in other training methods.

That being said, instructor-led training can become ineffective if the classroom is too large as it can inhibit trainers from interacting with all students.

2. Role-playing

Role-playing is a type of interactive training where participants are assigned a role to work through difficult real-life situations, thus training employees on how to manage issues effectively.

Role-playing is an effective employee training method, especially for workers whose job roles include interacting directly with clients or customers. It is also effective in teaching employees how to utilize critical thinking and problem-solving skills.

It is important to note, however, that role-playing requires more time from employees, which means their productivity might suffer. It is also not the most effective employee training method when the topic is simple and straightforward.

3. Hands-on Training

Hands-on training or on-the-job training is one of the few employee training methods that allow employees to jump straight to the more technical skills or practical skills needed to efficiently do their job.

For instance, new hires begin working immediately with this training method, thus giving them the opportunity to learn the ropes while getting paid. Conversely, the company also immediately benefits from the work of new hires.

There are different types of employee training methods, specifically for on-the-job training, such as:

• Internships – Interns obtain guidance and support from the company that hired them. They also gain more knowledge about what a certain job entails, improving their future success.
• Rotations – Job rotations expose employees to different business areas, allowing them to develop a variety of skills and have a deeper understanding of business processes and the company as a whole.

On-the-job training produces results quickly. It is also one of the best training methods for developing leadership skills.

That being said hands-on training can be risky and costly. New hires are less experienced, which means they can make more mistakes that can cost the company.

4. Coaching or mentoring

One way to onboard new hires is by pairing them with a mentor. Doing so gives your new hires one-on-one attention and the chance to ask their questions (and be given answers) on the spot. In addition to learning, coaching can also help foster a relationship between employees that continue well after the training.

Contrary to some beliefs, coaching sessions can be implemented both in-person and virtually, making it ideal for office workers or remote employees.

There are several downsides to choosing coaching as the training method. First, it requires a significant amount of time from the supervisor. Second, the relationship formed between the mentor and the learner can be a deciding factor for a successful training program.

5. Simulation Training

Simulation training is a type of employee training that lays out different scenarios to allow participants to practice tasks that mimic the actual work they are expected to perform for a specific role. Often a computer-based training, this method is more commonly used in high-risk or high-stakes fields, such as pilots, military personnel, or doctors.

Simulation training helps employees build skills, including problem-solving and critical thinking, under pressure. They can also make important decisions in a risk-free environment and experience the consequences of different choices.

While it is one of the effective training methods of choice for employees in the medical and aviation industry, simulation training can be quite expensive, especially because it requires the company to conduct regular updates and maintenance based on the ever-changing industry trends. Simulation training also cannot completely recreate all real-life situations.

In some cases, simulation training can desensitize its users as it gives them a faulty sense of safety.

6. Job Shadowing

Job shadowing allows new hires to observe what their colleagues are doing and what techniques they use to carry out their jobs effectively. This type of training is most useful for employees working in the restaurant, medical, manufacturing, administration, and trades industries.

Compared to coaching and internship, job shadowing is less time-intensive. It also gives new hires access to first-hand information or knowledge while observing a veteran employee.

That being said, observers should be given initial knowledge of the field, and the workplace behavior required in it before they begin job shadowing. Additionally, job shadowing may not give observers enough time for in-the-moment questions due to the fast-paced nature of this training method.

7. Video training

Video training is fast becoming one of the most preferred training methods over the past years. Unlike traditional training methods for employees, video training delivers sophisticated learning experiences at a lower cost. It also allows viewers to digest information in an easy-to-understand format, which they can go back and rewatch at any time.

There are plenty of ways companies can approach video training, including:

• Animations – this style involves explaining simple to complex topics through visual illustrations
• Live-action – live-action videos are great for showing appropriate and inappropriate interactions through role-playing scenes
• To-camera – this style involves a narrator who directly communicates information to the viewer. This takes a more lecture-style format
• Screen recorded – screen recorded videos feature a recording of things happening on a lecturer’s computer screen. This is a great style to use if you’re teaching employees how to use digital tools

Videos can make difficult material more interactive and engaging. Additionally, the material is easily accessible and users can learn at their own pace. That being said, making videos can be time-consuming.

8. Gamified Learning

Gamification is the process of learning that involves different game-like elements to make training programs and lessons more entertaining and impactful. Psychologically, gamified training keeps learners engaged and more willing to take on repetitive tasks.

Gamified learning gives participants instant feedback, badges, and rewards as they progress through the many stages, thereby increasing employee motivation.

There are several game-like elements you can use as part of any training program, including:

• Challenges (allow mapping and learning objectives)
• Levels (carves a learning path for users)
• Instant feedback (aids in the progress of participants)
• Scores and points (give users a sense of accomplishment
• Competition (assesses where learners stand against their colleagues
• Collaboration (encourages teamwork)

Games can be used to enhance different types of training sessions, be it traditional or online training methods. It can also be used to involve learners in their own learning experience, thereby helping them retain information more easily.

Before you choose gamification as your training method of choice, do note that the cost of additional resources required to enhance gameplay can be expensive.

Choosing the right training methods

When it comes to choosing the right training method, it is crucial to take the organization’s culture, size, employees’ skills, and training needs into account.

Choosing training methods does not mean having to stick to one particular approach for all employees. You can opt for more than one training method to cover different employee groups.

To choose a training method, here are some things you need to determine:

• What is the goal of your training program?

Different types of training programs have varying aims, which means the best methods to use will also change.

If you’re aiming to teach and develop leadership, emotional intelligence, and change-management skills, coaching may be the best training method to use.

If you’re aiming to disseminate information on new company policies to your entire workforce, or if you have a large group of entry-level employees, e-learning methods such as video learning and online courses, are among the top choices.

• Who is your target audience?

When choosing a training method, you should aim for one that would benefit your target audience the most. Older employees often find instructor-led training more comfortable while younger workers usually prefer gamified training or videos.

Additionally, all online training methods are effective for remote employees or senior-level staff with limited availability or who travel a lot.

In Conclusion

Employee training is key in ensuring the success of a company. Without investing in training to develop their employees’ existing skills or teach them new skills, companies cannot succeed against their competitors.

Training is also crucial to keeping employees engaged and improving employee satisfaction, both among existing workers and new hires. Choosing the right training methods in integral to ensuring effective training.

A motivated and engaged employee will have high workplace productivity and performance. Investing in employee motivation strategies will allow your company to create a company culture where every team member is motivated to grow and succeed in their roles.

In this article, we’ll explore 8 different employee motivation techniques and how you can apply them to your work environment.

Why Is It Important To Motivate Employees?

A workplace where employee motivation is particularly low often sees staff members working at a slower pace and spending more time on their phones than on their tasks. This then translates to lower employee engagement, less employee input, and poor employee productivity.

In contrast, a workplace that spends time and resources motivating employees sees more enthusiastic staff members who take pride in their work. Motivated employees are more likely to finish their tasks faster and come up with innovative ideas that could help in achieving company goals.

There are plenty of benefits to investing in employee motivation strategies, including:

Better Productivity

Investing in employee motivation techniques encourages people to work productively, leading to better revenue outcomes. Conversely, it helps with improving the employee experience and promotes employee satisfaction.

More Innovative Ideas

Motivating employees through giving rewards or creating an employee recognition or incentive program fosters a culture of innovation.

Reduces Absenteeism

Employers who invest in employee motivation are also indirectly investing in programs that reduce stress, thereby lowering staff absenteeism.

Lower Staff Turnover

Employee motivation goes hand-in-hand with employee benefits. As such, investing in both help contribute to high employee retention rates. When they receive incentives for their work, your team members will have higher job satisfaction and are unlikely to leave the company, especially if no other business can match their current compensation package.

Effective Employee Motivation Strategies

1. Create a pleasant workplace environment

No one wants to work facing the gray wall of their office cubicle for eight full hours. One great way to keep your employees motivated is by having an aesthetically pleasing, well-lit space to work in.

In line with this, it may be best to replace your ancient computers with a more modern system. You can also invest in furniture from local artists or find unique pieces at the flea market.

If possible, you can also consider having an open floor plan. You can use rugs or dividers to break up different spaces. You can also add a dart board or a shelf full of board games to elicit fun and laughter and give employees a chance to connect with their colleagues during breaks.

Apart from redesigning your office, you can also offer good snacks or food in the workplace. A survey found that 57% of employees said food-based perks make them feel more valued and appreciated. The same survey found that 38% of employees working in companies with food-based perks would name their employer in a “best places to work for” survey.

2. Ask your employees for input

If there is anyone who knows what employees need to stay motivated, it’s the employees themselves. This is why it is important to conduct regular surveys to get suggestions of ways that you can improve your workers’ working conditions and, in turn, their satisfaction.

Gathering frequent feedback will show your employees that you value their input. Just be sure to take action after you get the results of your poll back.

3. Foster an environment where there is respect among colleagues

This is a no-brainer. When the management is not respectful or honest, the workplace environment quickly becomes toxic, leading employees to resign. Things like good communication, honesty, and respect are great at creating a workplace environment in which employees are happy to work.

As a starting point, check out books or blogs on effective management. Remember, employees will become more loyal if the company leaders they work for are supportive. It will also help improve your company’s reputation, thereby attracting better talents.

4. Offer enrichment programs

Creating enrichment programs for your employee is important in boosting team motivation and job satisfaction. Your program could include tuition reimbursements, especially for workers currently paying for college or continuing education costs. You can also send employees to participate in team-building activities that help foster healthy workplace relationships.

If you want them to improve certain skills, you should consider career development strategies that include enrolling them in a mentorship program or having them take certification courses paid for by your company. Doing this gives employees plenty of growth opportunities and makes it easier for your HR department to promote from within.

5. Validate good work

Workplace recognition inspires team members to work harder and more efficiently. When you acknowledge their work, employees feel valued and more motivated to be more productive.

Workplace recognition does not have to involve giving employees expensive rewards. You can show your appreciation by giving them compliments or expressions of gratitude in person. You can also take the time to write a handwritten thank-you note.

6. Share positive feedback

Compliments do not always need to come from higher-ups. Employees, especially those who are client-facing, would also feel motivated if they hear gratitude from their customers. If your clients express appreciation for a certain staff member, be sure to share that feedback with your team members.

It may seem trivial, but letting your employees know that they helped make someone’s day makes them feel good. This allows them to develop a deeper connection to your business and your company’s mission.

7. Promote work-life balance

Technology has changed the way businesses operate, with many shifting out of the in-office model and into the remote working model. It has also contributed to a widespread change in how employees can work, with many seeking flexible scheduling.

If you’re hesitant about remote working, a Forbes study found that 46% of respondents said flexibility is the most important factor when it comes to searching for jobs. Additionally, 73% of employees said flexible scheduling increased their work satisfaction.

Providing flexible scheduling allows employees to better balance their working and personal lives. It also gives them the space to take breaks to improve their ability to stay focused at work.

8. Create a positive culture

A positive work culture helps maintain motivation among employees. There are plenty of ways to foster a positive culture. First, company leaders themselves should radiate positivity. Second, allow employees to have fun, play music while working, and play games during breaks. Research shows that happiness can significantly boost employee productivity.

One of the best ways to maximize your employees’ potential and increase productivity is through workplace coaching. Also known as professional, management, or leadership coaching, workplace coaching is invaluable for achieving company objectives. In fact, it should form part of regular employee performance management.

Failure to coach employees can cost your organization money and result in a disengaged and unproductive workforce. Thus, HR directors need to act quickly to ensure their companies stay in the running by utilizing the most effective coaching techniques.

In this article, we provide you with a full breakdown of workplace coaching, from what it entails to why it is important and the advantages it can offer your business.

Let’s get started.

What is Workplace Coaching?

Workplace coaching is the process of empowering employees by providing them with the necessary knowledge, tools, and opportunities to help them become more effective at their jobs.

It involves a professional helping relationship that focuses on the needs of employees with the aim of addressing company objectives.

Furthermore, we can define workplace coaching as a management and leadership strategy that promotes shifts in behavior and thinking which can contribute to an individual’s personal and professional growth. In other words, coaching helps employees to develop their talents and become the best versions of themselves.

Workplace coaching can also increase organizational resilience in today’s fast-paced world by encouraging employees to continuously renew their skills, helping them adapt to an ever-changing environment.

What Workplace Coaching Is Not

Workplace coaching is not simply a re-packaging of management skills, even though it does rely on several key management skills. To elaborate, coaching focuses on employee growth and development by removing any obstacles that may hinder performance, which leads to increased productivity. Management, on the other hand, involves evaluation, supervision, and meeting objectives.

Similarly, workplace coaching is not counseling or therapy, despite it using some of the same communication processes. Coaching involves creativity, action, and performance, whereas counseling involves listening to and empathizing with an employee.

Additionally, employee coaching is not consulting or mentoring, although coaches will use their experience and occasionally offer their opinions or advice. Instead, coaching goes a step further and equips employees with the resources to develop their own best practices and connections.

Finally, employee coaching is not training or merely providing feedback. While coaches do provide information, they also support the employees they coach in developing their knowledge and skills which, in turn, helps to promote changed behavior.

Who Does Workplace Coaching?

Coaching in the workplace can take place in one of two ways.

In the first, coaching occurs internally in the form of either formal or informal coaching sessions that are carried out by a person in a leadership or management position. This is known as leadership-style coaching. Managers with coaching skills can also engage in peer-to-peer coaching as a means of supporting and guiding one another in challenging environments.

In the second, the company hires an external coach to conduct the coaching sessions. These sessions may involve positive psychology interventions, which are strategies that aim to promote an individual’s well-being.

Regardless of the kind of approach your business decides to adopt, your workplace coach should be focused on:

• engaging employees,
• making sure employees understand company objectives, and
• equipping employees with sufficient resources to reach organizational goals independently.

Note that these outcomes can only be achieved by coaches and leaders who don’t follow a cookie-cutter approach to coaching employees and that the best workplace coaches are those who tailor their coaching style to the needs of those they are coaching.

The Importance of Coaching in the Workplace

Every organization requires a means to remain competitive in today’s fast-paced and ever-changing field of business. The most successful organizations have identified coaching as an excellent way to do this since it promotes creativity, resilience, and breakthrough performance.

As many organizations are finding out, the traditional ‘command and control’ management style is no longer effective in the current environment, which calls for rapid response, resilience, leveraged creativity, and individual effort and performance. In other words, these are the factors that businesses need to remain competitive by today’s standards.

Another key aspect of company success that can be achieved through coaching is employee retention. Workplace coaching supports employee career advancement and higher job satisfaction which, in turn, helps to retain the most valued employees. In addition, coaching employees to performance, rather than managing them, makes them more committed to their work and meeting organizational goals.

Successful organizations have also realized that the ongoing training of employees is essential for maintaining their competitive edge. However, training is only effective when paired with coaching since the coaching process ensures that the knowledge that was imparted actually results in lasting behavioral changes.

Why Coaching in the Workplace is Critical Both at Present and in the Future

For most businesses, change will be the standard moving forward. Similarly, team and organizational success will be determined by individual resilience and performance.

Coaching will be key in both regards since it harnesses individual abilities and strengths, resulting in maximum performance.

Furthermore, coaching offers direct on-the-job training as well as just-in-time training designed for a specific situation.

Coaching also promotes shifts in behavior that allow people and projects to move forward without difficulty.

Finally, because a change in business is often not straightforward and requires rapid readjustment to entirely new models, workplace coaching helps employees to adapt and respond accordingly to meet changing business demands.

Advantages of Coaching in the Workplace

Developing a coaching culture in the workplace can be beneficial for your business because it:

Leads to More Engaged Employees

Employee engagement describes the level of commitment that employees feel toward their jobs. It plays a key role in organizational success since engaged employees are likely to perform better at their jobs, leading to increased productivity. Successful coaching results in higher levels of employee engagement because it makes workers feel valued. In a nutshell, when you invest in your employees, they, in turn, are more likely to invest their time and effort into achieving company goals.

Lowers Employee Turnover Rates

Employee retention is one of the biggest challenges organizations face today. One of the best ways to retain top talent and maintain productivity is through employee coaching because it leads to higher job satisfaction. Employees also interpret coaching as a sign that they are being cared for. As a result, they feel like their contributions are necessary to the organization. Such employees are more likely to stick around for the long haul.

Increases Productivity

Engaged employees, combined with lower turnover rates, resulting in increased productivity. Coaching in the workplace provides employees with direction, purpose, and goals to work towards. Employees also become more confident in their own abilities when they achieve the set goals. Likewise, workers who remain with the company for a long time will become more competent in their jobs. This gives you room to improve your existing skills, which costs less than hiring and training new employees.

Increases Team Effectiveness

Coaching in the workplace helps to create stronger bonds between team members within an organization. It also improves the relationship between managers and their staff, so workers feel more comfortable approaching their superiors for help in case of problems. Another advantage of this is that it opens the door to positive communication and honest feedback.

Advantages of Coaching in the Workplace for Managers

Being a manager comes with its own set of responsibilities and challenges. For an individual to succeed in this role, they need to be equipped with the necessary leadership skills. This includes the ability to coach staff when the need arises. For this to happen, the managers themselves need to be coached and given the necessary tools to develop their coaching skills.

Some advantages of workplace coaching for managers include:

Better Management Skills

Executive coaching for managers allows them to develop their skills, such as the ability to communicate effectively and provide high-quality feedback. These skills put managers in a better position to support and grow their teams which, in turn, benefits the entire organization.

Improved Productivity

Successful managers know how to prioritize their time and attend to the needs of their team members. Executive coaching teaches those in leadership positions better time management skills and how to balance their responsibilities, both of which are key to improved productivity.

When to Implement Coaching in the Workplace

Workforce coaching can be implemented at any time a manager sees fit. However, it is important to identify which employees need coaching and which require a different approach.

For example, coaching can greatly benefit an employee who has the necessary skills and ability to perform their job, but who lacks the confidence, motivation, or drive. On the flip side, coaching will be of no help to an employee who is struggling with personal issues such as divorce. In this case, counseling may be a better-suited approach.

The Bottom Line

In the current marketplace, adding value is key to company success. One of the best ways to do this is through coaching in the workplace, which can make employees feel valued in their jobs. In return, employees add value to their organizations by working harder to reach company goals.

Employees who have received coaching also tend to have a more positive outlook on their careers, which makes them more likely to succeed. Furthermore, research shows that employees perform better when they are being positively coached instead of constantly being evaluated.

Finally, coaching skills improve management and leadership, strengthen the relationships between co-workers, motivate sales production, and promote diversity awareness and leveraging.

We also know that ongoing coaching will play an important role for businesses in the future since it will prepare employees for the inevitable shifts in business demands.

All in all, coaching is a tool that can be used to foster a positive working environment that recognizes every employee’s contribution and allows for continuous career development, providing a win-win for employees and the organizations they work for.

The trait theory’s main idea is that there are specific, common personality traits found in most or all leaders. Traits such as the physical, mental, and social characteristics of leaders are analyzed in the trait theory of leadership, as an attempt to understand which of these traits are common among successful leaders. The leadership trait theory argues that people can become more successful leaders by adopting and developing said traits. This contrasts significantly with the Great Man Theory of the 1800s.

In this article, we discuss the trait theory of leadership, how it originated, and some examples of trait theory to guide the development of traits needed for leadership success. Many of these are characteristics and skills that can be improved upon in order to increase the performance of CEOs and other leaders.

Characteristics of Trait Theory of Leadership

The trait theory of leadership, unlike the Great Man theory, does not follow the belief that good leaders are born with a set of traits. Instead, its trait approach focuses on what makes people become effective leaders and tries to isolate those characteristics. In this way, a person could theoretically develop those leadership qualities to become a great leader – something anyone can do without being born with a set of skills.

According to advocates of the trait theory of leadership, and the theory itself, leaders tend to be psychologically adjusted to display better judgment, are better at promoting themselves, engage more frequently in social activities, don’t hesitate to take lead, and seem to always know more.

In other words, if a person wishes to become a better leader, they should never stop learning, always stay well-informed, learn how to promote themselves, and place themselves in situations where such traits can be of help.

According to the trait theory of leadership, any of these traits and leadership attributes can be learned and developed over time.

Examples of Trait Theory of Leadership

According to some studies, the major leadership traits that make for a successful leader include the following:

Physical and Constitutional Factors

Height, weight, physique, appearance, and health all form part of physical and constitutional factors. Some scientists believe that these factors can have an impact on a person’s activity and success.

However, it is important to remember that not all successful leaders throughout history were considered conventionally attractive. In other words, while certain physical characteristics may aid in success, that is not to say that they are necessary.

Intelligence

Leaders are often deemed as possessing a higher level of intelligence than the average intelligence of their followers. As a result, this is often considered the most important characteristic.

In this case, intelligence is described as the ability to interpret problems, analyze accurately, and think scientifically. This allows good leaders to make decisions that help the group progress.

While this is a quality related to the human brain and its functioning, many psychologists believe that the proper training programs can help improve intelligence.

Self-Confidence

Many great leaders are self-assured and confident in their actions and beliefs. In turn, they inspire confidence in their followers.

Decisiveness

Great leaders tend to be confident in their actions and decisions. They are also aware that making tough choices is a responsibility that lies with them.

Emotional Stability

Successful leaders are often known for acting consistently and controlling or regulating their emotions. This is especially true for negative emotions like anger. In doing so, they can avoid overreactions.

Flexibility and Adaptability

Great leaders are those that can think outside the box. Being flexible is an ability that makes leaders adaptable, which means that they deal better with sudden changes and crises.

Courage and Responsibility

Good leaders are those who are willing to take on responsibility, who don’t shy away from challenges, and who are able to take ownership of their mistakes.

Communication

Most successful leaders are skilled in the art of communication. This includes knowledge of various interaction techniques and being able to communicate successfully – with colleagues, team members, and other leaders.

Role Model

When team members are unsure of how to complete tasks, they typically look to their leaders for guidance. For this reason, leaders need to be skilled and willing to help. Great leaders are also typically skilled at planning, delegating, analyzing, controlling situations, and decision-making.

Trustworthiness

Good leaders should have the ability to work with team members seamlessly, and in the process, earn their trust, confidence, and loyalty. This ensures willing cooperation from team members without the need for pressure.

Foresight and Vision

Successful leaders need to have the ability to accurately visualize and predict trends, and act accordingly.

Empathy

Empathy, the ability to see things from another person’s point of view, is an important skill for people in leadership positions. It helps leaders to understand others and their behavior, as well as to be accommodating when necessary. It also helps to build better relationships in the workplace.

Motivation

Another characteristic of a great leader is the ability to motivate and inspire employees or team members to give their all in the workplace.

However, keep in mind that this is not an exhaustive list, and merely serves as suggested common leader traits among successful leaders according to the trait theory of leadership. Even if they don’t have the majority of these traits, a person could still be a successful leader. Similarly, someone who has all of these leadership skills may never come into a leadership position.

Over the years, many other lists have emerged with common leadership traits. Some studies may contain as many as fourteen, while others may only include three or four.

Other examples of leadership traits that have been found in other lists include:

• Insight
• Alertness
• Initiative
• Persistence
• Emotional Intelligence
• Sociability
• Masculinity
• Dominance
• Extraversion
• Conservatism
• Agreeableness
• Conscientiousness
• Openness
• Neuroticism
• Honesty and Integrity
• Charisma
• Creativity
• Need for Power
• Problem-solving skills

Due to the changing nature of leadership, society, and atmospheres in the workplace, leadership traits tend to differ. While older lists from early research may consider a masculine, dominant person a better leader, later lists from newer research may focus more on interpersonal skills and integrity.

Advantages and Disadvantages of Trait Theory of Leadership

Perhaps the biggest advantage of the trait leadership theory is that it is based on science, unlike the Great Man theory. Within the Great Man theory, researchers were attempting to find a correlation between a limited number of traits and effective leadership. However, research has since shown that leaders have more traits than were included in the original Great Man theory list. As a result, the Great Man theory was discredited.

As it aims to find differences between individuals, the trait theory of leadership is considered one of the major theoretical areas in the study of the human personality. It was one of the first systemic attempts at studying and understanding the nature of leadership.

This trait approach functions with the core belief that human personalities are formed from various traits, as opposed to learned techniques, and attempts to measure them.

However, the trait theory of leadership has also been highly criticized, with many researchers believing that these critiques are reasonable. One of the critiques is that while the theory itself is straightforward, it consistently fails to produce equally straightforward or clear results.

Advantages

The main advantages of the leadership trait theory are:

• The focus was moved from the Great Man theory, which opened new possibilities in the field of leadership studies
• Significant advances in the study of human characteristics and personalities
• Leadership is no longer reduced to as little as five major leadership traits or a few leadership styles, it is considered more complex
• It offers guidance to leaders in terms of which skills and traits to improve

Disadvantages

Some of the weaknesses, limitations, and disadvantages of the leadership trait theory include:

• It fails to cover all circumstances and situations
• Different authors suggest different traits, which can make the theory confusing and unspecific
• It doesn’t consider other factors in leadership capabilities
• Fails to provide comparative results
• Doesn’t show how the performance and behavior of leaders may be affected by different degrees of specific traits
• There are no definite tests to measure the traits of leadership