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SUPERVISORY NEWSLETTER August 2022 | Issue 06
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As we prepare to reengage with our students we must not forget that ENGAGEMENT is equally important for staff.
According to HR University, the most common indicators of employee disengagement are decreased productivity, social withdrawal, attendance issues, lack of initiative, and an increase in problematic behaviors. Gallop reports that approximately 71% of workers are either disengaged or actively disengaged, meaning that only about a third of workers are active contributors to their organization. Disengagement can be costly - not only for the bottom line but also for workplace culture.
If you have noticed any signs of disengagement in yourself or others on your team, it may be time to develop a plan to get back on track. In this issue you'll read about various ways you can create an environment conducive to engagement. Now, you could spend a lot of time trying each of these out and hoping something works, or you could simply ask. Yes, you can do that! Actually, we recommend it. Taking the time to speak to each of your team members about the things that motivate them, and finding out what you can do to help, can go a long way to build rapport and trust.
Remember, you are not responsible for your team, you are responsible to your team. Motivation is intrinsic, multi-faceted, and complicated. It's also an individual choice. It is NOT your responsibility to force someone to feel engaged but it IS your responsibility to uncover the root cause of the disengagement, and create conditions that are conducive to reigniting a spark.
Finally, don't forget about the team members who are thriving. It's easy to focus the majority of our time managing those who need more guidance; however, we shouldn't forget that all of our staff (including those who are actively engaged) are equally deserving of our time.
Until next month!
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| HRS Employee Relations |
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This newsletter is for YOU, so feel free to reach out with any questions, comments, suggestions, thoughts or concerns you may have that we can address in upcoming issues.
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"When people are financially invested, they want a return. When people are emotionally invested, they want to contribute."
- Simon Sinek
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STARTER BITES
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"The grass isn't greener on the other side. It's greenest where you water it."
- Neil Barringham
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"Engaging the hearts and minds of talent is the most sustainable source of competitive advantage."
- Greg Harris
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Welcome New UNI Supervisors!
Jesse Heath, Residence Life Coordinator, Noehren Hall
Mitch McAlister, Assistant Manager Dining, Rialto
Pete Moris, Director, University Relations
Elisabeth Soliz, Director, CB Professional Distinction Ops.
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We want to feature YOU! Do you have any supervisory tips/tricks you’d like to share? Burning questions about supervision you’d like to ask? Are you a new UNI supervisor? Do you have a cool or unique workspace? If so, reach out to be featured in our upcoming issues.
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Why Emotions Drive Engagement
WATCH this video by Elizabeth Lotardo and Lisa Earle McLeod
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To access this video, click on the purple button above and enter your UNI email address when prompted. If your personal email address populates, please ensure you click on the "change" link first to update your email address. Once entered, click on "Continue to the University of Northern Iowa LinkedIn Learning account" to access content.
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How to Measure Employee Engagement with the Q12
There are 12 needs that managers can meet to improve employees' productivity. This approach to engagement is simple, and it works.
Q01. I know what is expected of me at work.
Q02. I have the materials and equipment I need to do my work right.
Q03. At work, I have the opportunity to do what I do best every day.
Q04. In the last seven days, I have received recognition or praise for doing good work.
Q05. My supervisor, or someone at work, seems to care about me as a person.
Q06. There is someone at work who encourages my development.
Q07. At work, my opinions seem to count.
Q08. The mission or purpose of my company makes me feel my job is important.
Q09. My associates or fellow employees are committed to doing quality work.
Q10. I have a best friend at work.
Q11. In the last six months, someone at work has talked to me about my progress.
Q12. This last read, I have had opportunities at work to learn and grow.
Click HERE to learn more about the science behind these powerful statements.
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Book Club
We hope you've enjoyed reading along with us so far. This month, we are excited to start Dealing with the Tough Stuff: How to Achieve Results from Key Conversations by Darren Hill, Alison Hill, and Dr. Sean Richardson.
"Avoiding the tough stuff can be extremely costly for managers, staff, and the business as a whole. No one enjoys these conversations, but they are inevitable - and the right set of skills goes a long way toward making them run smoothly, with greater results out the other side. Dealing with the Tough Stuff is your indispensable primer on human behavior, and effectively navigating tough conversations at work."
Chapter 1: What's your tough stuff?
Chapter 2: Dealing with the tough stuff.
Chapter 3: Dealing with the fluff stuff.
Chapter 4: Dealing with the unsaid stuff.
Chapter 5: Dealing with the remote stuff.
Chapter 6: Dealing with the gruff stuff.
Chapter 7: Dealing with the huff stuff.
Chapter 8: Dealing with the rapid stuff.
Chapter 9: Dealing with the rough stuff.
Chapter 10: Dealing with the bluff stuff.
Chapter 11: Dealing with the off-the-cuff stuff.
Chapter 12: Dealing with enough stuff.
If you would like to read along and share any thoughts or reactions to Chapters 1-3 for our next issue please be sure to contact us!
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Supervisor Development Series: Fundamentals of Supervision
September 13th from 8:30 a.m. to 1:00 p.m.
Registration closes September 6th
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Supervisor Development Series: FLSA/Time Reporting
Recommended for supervisors with non-exempt (overtime eligible) staff.
September 22th from 1:30 p.m. to 3:00 p.m.
October 18th from 10:30 a.m. to 12:00 p.m.
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Supervisor Development Series: Addressing Performance Deviations
Coming soon!
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Supervisor Development Series: Leaves, FMLA & Workplace Accommodations
Coming Soon!
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Click HERE to register for any of these upcoming trainings.
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ADDITIONAL TRAINING OPPORTUNITIES
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Supervisor Series: Leading from a Coach Approach
HRS will host a session for supervisors to share the reasons behind why leading from a coach approach is effective. Coaching is a skill all successful supervisors leverage. Learn how to use coaching skills to lead your team to positive outcomes. Therese Callaghan, Employee Well-being Coordinator, will lead this in-person session as follows:
November 9th from 2:00 p.m. to 3:00 p.m. in Gilchrist 009
Space is limited and advanced registration is required.
Click HERE to register for this training.
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HRS is excited to announce we will be partnering with our Employee Assistance Program to host four (4) Lunch & Learn webinars for supervisors this year. All sessions will take place during the lunch hour from 12 p.m. to 1 p.m. If you are able to step away from your desk we highly encourage you to bring your lunch, and maybe even a colleague, and join us to watch in-person at the location noted next to each of the sessions.
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Effective Communication and Listening
October 12th: GIL 007
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Giving Effective Feedback
December 1st: GIL 009
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Addressing Employee Performance Issues in a Supportive Way
February 21st: GIL 009
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Initiating Difficult Conversations
April 5th: GIL 009
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027 Gilchrist
Cedar Falls, IA 50613
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(319) 273-6219
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Our Vision
All employees will be positively engaged in achieving their greatest potential while contributing to the success of the university.
Our Mission
Human Resource Services fosters an environment of integrity and collaboration through innovative solutions and communications contributing to the successful recruitment, development, and retention of university employees.
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