Messing up at work or making mistakes at work happens to us all. We all want to avoid making big mistakes at work. What is really important is what we do after making errors at work.

I share the 5 best actions after messing up at work or making mistakes at work. Create confidence and trust and get lot of help to rectify any mistakes. These are the best ways for recovering from making mistakes at work.

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It is always a good idea to make less mistakes at work or the ensure the impact of your mistakes is small. Keeping your mistakes small will stop you screwing up at work. Is share 4 really good practical actions you can take to stop making mistakes at work.

When you can’t avoid making mistakes at work, it is really important to reduce the impact of the mistakes that you make. I have made a ton of mistakes at work and they have not hurt my career success. In fact, they have contributed to my success BECAUSE I have worked to keep the impacts small AND I have tried to learn.

Don’t have a fear of mistakes at work or be afraid of making mistakes at work. Take these 5 best actions after messing up at work.

When you make a mistake at work be responsible for that mistake. Work to fix the mistake or create a solution to fix the mistake. Also own up to the making the mistake. This means you are likely to make a lot less mistakes in the long run and build trust and willingness in others to help you fix any mistakes.

When you make a big mistake at work always communicate that mistake quickly to any others affected and potentially your boss. This enables others to help reduce the impact and it prevents the size of the impact of your mistake growing.

Finally, cultivate a growth mindset so that you learn as quickly as possible to avoid making the same or similar mistakes again.

If you have any questions on “The 5 Best Actions After Messing Up At Work Or Making Mistakes At Work”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Are you making one or more of the 4 worst mistakes managers make with difficult employees? I share the 4 worse mistakes managers make when handling challenging staff so you can avoid making them.

Learning how to manage difficult employees is one of the most critical skillsets to build to have a very successful career in management.

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Our FREE webinar on “The Quickest & Best Approach to Remove People Problems from any Team” click here https://enhance.training/lm-lp/remove-people-problems-quickly-ulp043

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The first of the worst mistakes managers make with problem employees is putting up with the small problems. The small problems are the easiest to fix and fixing them stops them becoming bigger problems. When dealing with difficult employees always speak to them early about the small problems.

The second of the mistakes managers make with difficult employees is responding with anger and frustration to the situation. This is super easy to do and it one of the most natural responses. This response makes the situation WORSE so needs to be avoided. I explain the psychology behind this natural response and why it is so problematic when resolving people problems.

The third of the worst mistakes managers make with problem staff is failing to build support for sensible action. You asking them is not as powerful as you plus a group asking them when managing difficult employees. Incentives and group pressure increase reasons to change – use them.

The fourth of the mistakes managers make when managing difficult staff is failing to incentivise improvement. Improving take effort and work. Few difficult employees will put this work in without meaningful incentives. Your incentives should be fair, progressive and provide rewards and consequences.

I see these 4 worst mistakes managers make with difficult employees being made by senior staff with years of managing as well as new managers. Great new manager tips - learn exactly what to do as early as possible in your career.

If you have any questions on “The 4 Worst Mistakes Managers Make With Difficult Employees”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Why managers bully their team in such great number with more than 50% of bullying being carried out by bosses. Surveys state that around 30-40% of employees have been bullied by bosses or those in authority.

I don’t believe that all these managers enjoy hurting others or putting others down or are that insecure to regularly bully. There must be more to why managers bully staff. I share three suggestions for companies to action to reduce performance crippling bully in their organisations.

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Why managers bully their employees. Sometimes the bully boss is an unpleasant person who enjoys putting others down. I personally believe most (but not all) bosses resort to bullying because of the situation they are in and the pressure they are under.

Why managers bully when bullying is so damaging to team performance and therefore their own career progress. Why bosses resort to bullying must., in part, be due to pressure placed on them AND their lack of management skills giving them different and better options.

To reduce bullying by managers, I suggest companies do three things starting with training managers in management skills. 82% of UK managers are promoted into management positions without any formal training per the Chartered Management Institute. Not know how to get the results is one factor that drives why bosses bully.

A lack of visibility around HOW a manager is leading a team gives bad bosses and toxic bosses too many places to hide their behaviour and approach. Why bosses bully good employees is a sign of an insecure and threatened manager.

The reasons why managers bully their employees must be reduced by leadership teams and companies if they want successful performance and great results. Bullying is very damaging to team performance, especially if the manager is the bully.

If you have any questions on “Why Managers Bully Their Team - Why Regular Bosses Resort to Bullying”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Are you leading a team or group of individuals? How much does it really matter in performance terms?

These are the questions being answered. Every ambition manager should be very interested in increasing team performance because this is how your personal performance is being measured. Find out about the performance of team vs group at work.

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Leading a team or a group of individuals can be the different between hitting targets or missing them. It is easy to say that working on build teamwork within your team is a must do. Actually, in some situations a group of individuals will perform as well or better than a team.

I share the definitions of team vs group in the office so that you are clear on the differences in leading a team or group of individuals. This should make spotting a team vs group of individuals easier. In practice, you will be somewhere between the two.

I provide a scale with multiple indicators so you can answer “Do you lead a team or a group of individuals?”.

The performance difference between a group and a team can be really significant, reaching hundreds of £’000s and more . Team or group which is better – in 80%+ of cases, I would say the team every time. There are several factors that go into how big this difference in performance gets.

I share some examples of the monetary difference of teams vs groups.

Towards then end I take you through six of my favourite and very effective actions to increase teamwork in any team.

If you have any questions on “Are You Leading A Team Or Group Of Individuals? & Which is Better”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

How many employees for each manager? Don’t apply a one-size-fits-all approach when considering staff numbers per manager. Do so is likely to be detrimental for your business and team & manager retention.

I share 5 crucial drivers of team size for each manager.

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The first factors in employee numbers per manager is the pace of change within a business, function or team. The higher the pace of change, the lower the staff per manager ratio should be. Employees don’t like change, and it takes a lot more time and effort from the manager to successfully guide teams through change.

The second factor for how many staff per manager is team capabilities versus business requirements. The more time a manager needs to spend on developing team capabilities, the lower the manager vs staff ratio.

The third factor for employee numbers per manager is the complexity of work undertaken by both employee and manager. I share 7 different factors that increase complexity within the workplace.

The fourth factor for number of employees for each manager is the tools and technology available and being used by the team. Technology tends to standardise employee roles and their tasks and activities. The more standardised the roles, the more people that a manager can effectively manage.

The fifth factor in the number of employees for each manager is what the specific role of the manager is. What goals and objectives are you asking the manager to achieve. For example, is the role maintaining performance or improving performance. Expectations for the manager impacts the number of employees per manager.

If you have any questions on “How Many Employees For Each Manager – 5 Crucial Drivers Of Team Size”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

I share 5 ways to keep your boss happy with better communication. You don’t have to work harder. You don’t have to pander to your boss. Just use these communication tips to keep your manager happy.

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How to have a conversation with your boss starts with looking for and understanding their communication preferences. How to communicate with your boss should be one of the first things you sus out. Think about how often, methods and styles with communicating with boss.

Next for effective communication skills with your manager, over-communicate rather than under-communicate. When you are proactively telling your boss what you are up to each day, they get a sense of control and involvement. Very important in how to keep your boss happy.

To keep your manager happy with better communication, focus on giving clear, concise and progress focused updates. Bosses are more time poor than we are. Spend time thinking about the keep points you want to get across before speaking to your boss. This is one of the best communication tips to keep your boss happy.

Next in how to communicate with your manager, spend the time to question, listen and respond. Asking questions and listening is the other HALF of communicating with managers. Find out what your manager is working on and their pressures.

Finally, when communicating with your boss, commit to ensuring “no surprises”. Every boss hates surprises, even the good ones. Remove surprises with good and proactive communication.

If you have any questions on “5 Ways To Keep Your Boss Happy With Better Communication”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

In this manager training success guide we cover some of the key factors to deliver effective management training.

I share the best managers to give management training to, who you should train first, how to measure the benefits and 6 core skills to focus on first.

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Why training is important for managers? Managing a diverse team with different strengths, interests, energy levels and more is not an easy job as any manager knows. Good managers will multiply the value of output from their team. The top 5% of managers deliver more than 8 times what an AVERAGE manager delivers through their team. That is tens of £’000s to £’millions in profits for the company depending on the size of the team.

Think how much you are losing through missed opportunities. Over 80% of new managers are not given any training. Training new managers will give them confidence, tools and a route to delivering better team performance.

Which managers to train? Those that are keen to learn, enthusiastic and are energised by leading teams – these are the best managers to enrol in training.

Training managers at any time will help company performance. Managers are responsible for all the decisions with significant impact. Managers are also responsible for helping everyone else be as productive as possible. Training managers leverages your training spend in effect across everyone in the company.

Who gets the most from manager training are those managers that are ambitious and put their team ahead of themselves.

Measuring the benefits of training managers is not as easy as other forms of training as managers generate most of their value indirectly through the team they lead. With good KPIs and feedback from their team you will know which managers get the most from training.

Finally, I share 6 core management skills that any manager should focus on first. When managers get really good at these skills and they generate a lot more profit through their team.

If you have any questions on “Manager Training Success Guide – Deliver Effective Management Training”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

How to balance boss and staff, especially when they have conflicting demands is not easy. For managers to avoid feeling stuck in between these two important groups for your success, I share 3 tactics that every manager should use.

Make you like as a manager more enjoyable and professionally successful by keeping your boss and your team very happy with you!

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How to deliver for both boss and team starts with understand what both parties want. If you don’t find out what both parties really want and need keeping your boss and your team happy is nearly an impossible task.

To balance your boss and your team, without feeling you are being batter from both sides. It is a good tactic to act as a bridge between the two groups rather than being a barrier.

How to balance boss and team starts with expectations. When you set aligned expectations with boss and team, communicate them clearly and repeatedly, you will have the least hassle and disconnect. When the desires of both groups are out of alignment or in conflict, overcommunicate and negotiate balance your boss and your team's demands.

Balancing boss and staff is not easy. It is easy to focus on one, rather than both. The wheels can start coming off the wagon if you do. One of the best ways to balance the demands of your boss and your team is to overcommunicate with both groups. Understanding and appreciate solves lots of problems.

Lastly, for how to balance boss and team members, really work hard at delegating and developing your team. Delegating well gives you the personal space and time to focus on the highest value work you can and gives you time to develop the capability of your team. This enables you to delegate even more, and is essential to progress through the management ranks.

If you have any questions on “How To Balance Boss And Staff – 3 Tactics For Managers To Keep Both Happy”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training