We are all in the same storm

Hello again faithful readers. I hope you are all doing well or at least the best you can do during these challenging times. No doubt, while we are all in this together and facing the challenge, the rest of the story differs from person to person.

The following is a Facebook post from an OLD high school classmate I saw on-line a few days ago that I wanted to share. Seems like a great message and a good reminder. While we may be going through these times together, what we may be dealing with is wide ranging and often the untold story we all need to be aware of and sensitive to.

I hope you find this helpful. Read on please.

WE ARE ALL IN THE SAME STORM

IOWA Covid-19 Breaking News

Posted April 23rd

“After listening to some pretty harsh comments & arguing over reopening or completely shutting down for another two weeks, someone in their right mind wrote this.
Don’t know who wrote it, but it’s spot on.
Perspective:

WE ARE NOT IN THE SAME BOAT …
I heard that we are all in the same boat, but it’s not like that. We are in the same storm, but not in the same boat. Your ship could be shipwrecked and mine might not be. Or vice versa.
For some, quarantine is optimal. A moment of reflection, of re-connection, easy in flip flops, with a cocktail or coffee. For others, this is a desperate financial & family crisis.
For some that live alone they’re facing endless loneliness. While for others it is peace, rest & time with their mother, father, sons & daughters.

With the $600 weekly increase in unemployment some are bringing in more money to their households than they were working. Others are working more hours for less money due to pay cuts or loss in sales.

Some families of 4 just received $3400 from the stimulus while other families of 4 saw $0.

Some were concerned about getting a certain candy for Easter while others were concerned if there would be enough bread, milk and eggs for the weekend.

Some want to go back to work because they don’t qualify for unemployment and are running out of money. Others want to kill those who break the quarantine.

Some are home spending 2-3 hours/day helping their child with online schooling while others are spending 2-3 hours/day to educate their children on top of a 10-12 hour workday.

Some have experienced the near death of the virus, some have already lost someone from it and some are not sure if their loved ones are going to make it. Others don’t believe this is a big deal.
Some have faith in God and expect miracles during this 2020. Others say the worst is yet to come.

So, friends, we are not in the same boat. We are going through a time when our perceptions and needs are completely different.
Each of us will emerge, in our own way, from this storm. It is very important to see beyond what is seen at first glance. Not just looking, actually seeing.

We are all on different ships during this storm experiencing a very different journey.
Realize that and be kind.”
-Unknown author
Things will get better and we will find our balance and our way. But…..remember your friend, co-worker, neighbor and anyone else you may encounter. Who knows what their personal experience might be.

Thank you for reading.
Dave

Create a Culture of Engagement

Over the past couple of years, challenging economic conditions have required organizations to tighten belts and do more with less. While we all accept these measures as necessary for survival, the added stress on rank-and-file employees has been excruciating. Leaders need to do all they can to ensure they foster an engaged workforce that will continue to move forward in spite of the challenges that lie ahead. Those that can pull people together will survive and thrive when times improve.
What is employee engagement?
The difference between engaged and disengaged employees may seem to be a matter of style or personality, but they are based on decisions rooted in loyalty and commitment to one or more levels of the organization. Disengaged employees not only negatively impact the bottom line, but they also misrepresent an organization and its culture.
There are three different levels that can be identified as locations of engagement in the workplace:
1. Organizational – Mission, core values and overall strategy of the
    company.
2. Managerial – Leaders and managers in the organization.
3. Employee – Front-line employees and teams
Addressing engagement at each of these unique levels requires different actions. The remainder of this report will examine the different ways leaders can address engagement and motivate employees to be more committed and excited about their daily tasks.
1. Engagement at the organizational level
Improving employee engagement at the organizational level is strategic and tactical. Before you can attempt to change your organizational culture, you first must examine the current culture of your organization. An organization’s culture is its unique personality: the company’s core values, ethics and norms. The mission, vision, and strategy of your organization are important in identifying whether or not the culture of your organization supports engagement.
After identifying and defining your organization’s culture, you will need to implement five different actions that will help improve engagement at the organizational level:
Identify opportunities
Simplify solutions
Take action
Hold employees accountable
Commit to developing your employees
2. Engagement at the managerial level
Recognizing that the actions of senior leadership, managers, and supervisors are the key drivers of engagement, the act of engaging should be a part of every leader’s job profile and leadership skill set.
Engagement may not be solely an internal motivation issue. There are job factors that affect the engagement of every employee. Ask yourself these questions: * Do I have the right people in the appropriate leadership positions? * Is leadership development an issue? * Is it both of the above?
3. Engagement at the employee level
One way to increase engagement at the employee level is to make sure you have the employee in a position where they can thrive and grow. This will result in greater productivity and commitment.  To survive the demographic changes in the workforce you must rethink your workforce strategies and transform your management and human resource practices to attract, engage, and retain workers of all ages.
Target engaged employees: A target employee is one who has a good fit to his or her current job, is fully engaged on-the-job, and whose performance exceeds your expectations. The target employee not only
achieves the goal, but has the ability to elevate the performance of other employees, team members, departments, and divisions.
Challenge and train employees: You may also need to think differently about challenging your employees. Research shows that managers are up to four times more engaged than front-line employees. This is due to the additional challenges managers face. Provide your employees with stretch goals, avoid micromanaging, and let them learn from their mistakes.
In order for employees to remain engaged, they need to be continuously stimulated. Every new experience you create for your employees is an opportunity for growth.
Bringing it all together
It is impossible to create a culture of engagement without knowing the personality and characteristics of your employees and managers. Leaders must be aware of the engagement levels of their employees.
Assessments provide an opportunity to learn more about each employee and how they fit into their job and the organization.

Coach Dave Interview with WGEM Radio

Dave Goranson was interviewed by WGEM radio in Quincy, Illinois to discuss employee engagement.   He spoke to the station about how important employee engagement is for a company and employer.  Engaged employees are better workers and passionate about their careers.

Click the link below to listen to the entire interview.