Category: Handling Employees

Welcome to the Handling Employees category on Tech2Exec, your premier source for innovative strategies in effective talent management. Here, we offer a comprehensive array of insights and tools designed to help you optimize your workforce, enhance employee engagement, and develop essential leadership skills. Our resources cover various aspects of people management, from performance reviews and talent development to conflict resolution and motivational techniques. Dive into our expert-curated content to discover best practices and expert advice on creating a thriving workplace environment that fosters growth, productivity, and a positive corporate culture. Whether you’re a seasoned HR professional or a manager looking to sharpen your skills, you’ll find invaluable guidance tailored to meet your needs.

Recognizing Employees with ADHD

Tech executives have another compelling reason to understand their employees better: ADHD, a neurodevelopmental disorder typically linked to children and young adults, can continue into adulthood. When an employee frequently struggles with task completion, punctuality, or presenting content, they might be contending with ADHD. Recognizing employees with ADHD, you can provide support and devise a plan to foster their success.

ADHD impairs executive function and self-regulation skills.

It’s a common affliction but having it doesn’t mean an employee can’t excel. Recognition and a supportive environment are crucial for success. Employees may be unaware they have the disorder, but signs like difficulty concentrating, staying organized, and managing time are noticeable. It affects work and personal life.

Attention Deficit Hyperactivity Disorder (ADHD) is a neurodevelopmental disorder that affects approximately 8% of adults in the workforce. It is characterized by symptoms such as difficulty paying attention, hyperactivity, and impulsivity.

In the workplace, employees with ADHD may struggle to stay focused on tasks or projects, leading to decreased productivity and potentially poor performance. However, it’s important for employers to understand that this is not due to laziness or lack of effort on the employee’s part.

Why is this important for a tech exec to understand?

It was shown that many kids doing school virtually during the pandemic saw a significant drop in their GPA, even though these kids were top students. It was shown that many of these kids did not have peer stimulation, which helped them stay focused when they were live in school. Without the stimulation they could not pay attention and were easily distracted.

Now that the work world is in a hybrid environment, many employees still work virtually. Some tech execs want to bring people back to the office due to observed drops in performance. Instead of immediate disciplinary actions, consider their past history with the company. If they were previously good workers, they may not be suitable for the virtual world. Bring them into the office to engage with others and enhance their performance.

We don’t want employees using ADHD as an excuse for poor performance.

But individuals with ADHD often have trouble regulating their attention and impulses, making it difficult for them to stay organized and on task. This can be exacerbated in a fast-paced work environment where there are multiple demands and distractions.

So how can employers support employees with ADHD?

The key is to provide accommodations and structure in the workplace. This could include setting clear expectations for tasks and deadlines, breaking down large projects into smaller manageable chunks, creating a quiet workspace or providing noise-cancelling headphones, and allowing for frequent breaks to help manage energy levels.

So, it’s important for employers to educate themselves and their staff on ADHD and its symptoms. This can help foster understanding and reduce stigma towards individuals with the disorder. Providing resources such as coaching or counseling services can also be beneficial in helping individuals with ADHD develop coping strategies and improve their overall performance.

Click here to learn more about ADHD from the Mayo Clinic.

Click here for a post on addressing poor executive function and root causes.

Elon Musk

Unleash the Power of Empowerment

Coaching is a Key Tech Exec Skill

The accomplished tech executive participates in coaching and mentoring junior colleagues, imparting acquired skills. Establishing a thriving succession cultivates respect and a reputation as a seasoned technology leader. Technology advances rapidly, emphasizing the need for experienced leaders to mentor. Accomplished tech executives must excel in their roles and share expertise with newcomers.

Coaching is an essential aspect of career growth and development.

By mentoring, you shape the industry’s future by sharing your experience and insights. This not only benefits the individual mentee, but also contributes to the overall growth and success of the technology sector.

Besides coaching junior colleagues in your organization, it’s beneficial to share your expertise beyond your company. Engaging in industry events, speaking on panels, and writing articles help spread knowledge to a broader audience.

Increasing visibility for yourself and your company also enables networking with tech professionals and staying updated on the latest field developments. Active participation in the tech community establishes expertise and fuels growth and innovation.

Furthermore, mentorship can also be a mutually beneficial experience. As a mentor, you have the opportunity to learn from your mentees as well. Their fresh perspectives and unique insights can inspire new ideas and approaches, benefiting both career development and professional growth.

Coaching is a key tech exec skill to learn and embrace.

Some execs reach a stage in their career where they consider mentoring beneath them, but it should never be the case. Stay humble and maintain an open-door policy. Avoid intimidating your team; instead, be seen as someone who is eager to mentor and support their growth. Everyone strives for success, and your subordinates will respect you if you invest time in helping them.

Bottom line, really successful technology execs take the time to mentor and provide guidance to their teams. Ensuring your emerging leaders align with your thinking and operations helps build a strong, empowered leadership team. Coaching is a key tech exec skill.

Click here to see a post on why budding tech execs should find a good coach.

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How to Retain Your Staff

“People don’t leave jobs; they leave managers.”
– Marcus Buckingham

As a tech executive, one of your main priorities should be to retain your staff. Remember how challenging it was to find the right people for your organization? You now have a team that’s working well together and delivering the quality you expect. However, you may not be communicating with them effectively. You might not be aware of the stress they are experiencing because you keep assigning them more work, assuming they are fine since there are no complaints.

Most employees won’t voice concerns about being overworked. They believe they’re performing well by maintaining the pace, hoping for acknowledgment. However, tech executives often interpret the absence of complaints as a sign that more work can be added. This can lead to a gradual exodus of staff, starting with one person and eventually snowballing. As the workload shifts to the remaining staff, pressure mounts, and more people leave, despite attempts to hire replacements who may not be as experienced or capable. The cycle perpetuates, worsening the situation.

This is indeed a regrettable scenario, yet it occurs frequently. It could have been mitigated if the tech executive had shown empathy for the pressure on the team. To show empathy, you must genuinely understand the strain you’re putting on your employees. There may also be personal or family issues affecting team members. To truly understand your organization, regular conversations with your staff are essential.

Here are some strategies to retain your staff:

As you onboard new employees, take the time to understand their aspirations. This means having meaningful conversations about their career goals and personal ambitions, allowing you to provide tailored growth opportunities within the company.
Align people with tasks they excel at and enjoy. Identify their strengths and interests, then match them with projects that will maximize their potential and keep them motivated.
When assigning less desirable tasks, be empathetic and express gratitude. Acknowledge the importance of their contribution to the team and make sure they feel appreciated for taking on necessary, albeit mundane, responsibilities.
Engage with your team frequently, not only in large meetings but also in one-on-one settings. It requires time but yields great benefits. These personal interactions help build trust, uncover concerns, and encourage open communication, providing a platform to address issues before they escalate.
Regularly reward your team. Recognition often makes people feel valued, even if it isn’t monetary. Consider verbal praise, written notes, or small tokens of appreciation to celebrate achievements and encourage ongoing dedication and hard work.

Having individual conversations with staff members is a crucial strategy for effective leadership.

These conversations not only allow employees to get to know you and your leadership style better but also build a foundation of trust and mutual respect. It’s important to avoid being intimidating during these interactions. Instead, strive to be approachable and open. Break down barriers by taking the time to learn about their families, hobbies, and personal interests. This personalized approach can make a significant difference. Adopting a more interactive communication style with your teams will demonstrate that you are a caring leader who values their input and is genuinely interested in their well-being and professional growth. This not only enhances team morale but also fosters a more cohesive and collaborative work environment.

In summary, retention is crucial for a successful and productive team. As a tech executive, it’s your responsibility to retain your staff by prioritize the well-being of your employees by showing empathy and engaging in regular conversations with them. By doing so, you can create a positive work culture that leads to better employee satisfaction, increased productivity, and ultimately, greater success for your organization.

So, take the time to connect with your team on a personal level, listen actively to their concerns, and show appreciation for their hard work. These small but meaningful actions can go a long way in retaining top talent and building a strong and resilient team.

Click here for a post on how to have difficult conversations.

Employee Retention Ideas

Treat Employees the Way You Want to be Treated

Avoid Blind Spots as a Leader

As a tech executive, it is crucial to avoid blind spots concerning your employees. Staying aware of performance and motivations can be challenging, especially for those skilled, ambitious, and eager to please. Blind spots can arise when you rely on individuals who excel at their tasks and consistently deliver results. In your presence, they might appear to be the most respectful and intelligent people you’d encounter. Yet, among peers, this individual may transform into a different persona: a condescending jerk who fosters negativity in the workplace. No one wants to be on a team with them, but no one speaks up because they notice how much you like and favor that person. You may have promoted this high performer based on satisfaction with their work, inadvertently sending the wrong message to your staff. As a result, more team members might start mimicking this behavior, thinking it’s the way to get ahead. But actually, the person beside you is a significant obstacle to team morale, behaving like a cancer that erodes team spirit and collaboration.

Encourage your employees to share their thoughts and concerns, whether positive or negative. As a leader, you should also be open to receiving constructive criticism from your team members. This will help uncover blind spots and foster trust and transparency within the team.

It’s vital to engage with all team members regularly, not just high achievers. This will give you a better understanding of each individual’s personality and behavior in different situations. It will also let you address any worrying behaviors or attitudes before they spread.

Consider bringing in an external consultant or advisor who can provide unbiased feedback on your team dynamics and individual performance. This can help uncover any hidden biases in your team that may cause blind spots.

Be fair to your team members.

The key lesson is to cultivate an open mind and treat all members of your team with fairness and respect. Strive for equality in assigning tasks, ensuring that everyone has opportunities for growth and development. While standout individuals are inevitable, take the time to genuinely know each team member and avoid overt favoritism. An effective method is to use your top performers as mentors, promoting a harmonious team dynamic. By embracing this mentoring mentality, you can nurture a more comprehensive and fulfilled team overall.

As a leader, maintaining a certain level of professional distance with your team members is essential.

Building trust through personal connections is valuable but beware of favoritism to prevent disrupting team dynamics and causing resentment. By understanding these dynamics, you can effectively lead your team, creating a positive and productive work environment for all.

In conclusion, it’s vital to be mindful of blind spots and work to reduce them for a positive, productive work environment. Foster open communication, engage with team members, and welcome outside perspectives to prevent negative behaviors and ensure overall team success. As a leader, it’s your job to foster a safe, inclusive environment for your employees to thrive. So, stay alert and address any blind spots that may arise before they become a bigger issue.

Click here for a post on how to deal with negative feedback.

Why do we need Employee Appreciation Day

As a tech executive, it’s crucial to consistently recognize and appreciate the invaluable contributions of your employees every day. Acknowledging their dedication boosts morale and fosters a positive work environment. Interestingly, today is National Employee Appreciation Day, a great time to celebrate their hard work. Take this chance to thank your hardworking team with a small event, personalized notes, or a heartfelt conversation.

Recognizing their efforts not only motivates them but also strengthens your team’s cohesion and productivity.

I find it strange, but here’s the explanation from the website: “National Employee Appreciation Day“, on March 3, reminds leaders, including us technology executives, that strong employer-employee relations are at the core of any truly successful business. Maintaining a good relationship with employees is key for managers, and appreciating their efforts helps workers feel valued.

On National Employee Appreciation Day, take the chance to connect with your employees, offer genuine praise, and listen to their experiences.

Is it necessary to remind managers of the importance of fostering relationships with their team?

Reality is your success is largely due to the dedication and efforts of the people who work for you. Understanding your team on a deeper level lets you match their skills and passions with roles where they can excel. It’s beneficial to take the time to learn about their strengths, challenges, and professional goals. When employees feel appreciated and trust you have their best interests at heart, they’re motivated to achieve great results. This creates a thriving workplace where goals are met, innovation flourishes, and everyone feels valued.

Every day should be Employee Appreciation Day because consistently recognizing your team’s efforts is vital for their motivation and job satisfaction. Regularly engage with your team to understand their needs and aspirations, fostering an open relationship that encourages feedback and collaboration. Celebrating their achievements and addressing concerns promptly can create a positive work environment that promotes growth and success.

Click here for a post on why you should never underestimate the underdog.