5 Ways NLP increases productivity in the workplace

Neuro-Linguistic Programming describes the process of how we perceive the outside world or external influences and how we communicate this perception through the language we use. In the workplace NLP can be used as a tool to completely change individuals and hugely increase productivity.

By understanding the ways in which an individual or team interprets the world around them, you can change the way they think, speak and behave towards it. NLP aims to reverse negative attitudes and habits in the workplace to give individuals control over how they react and feel towards future events. So, how can you use NLP to increase the productivity of your team?

1. Set Objectives

The simplest way of implementing a form of NLP in your work environment is to make sure everyone is working towards goals. By setting objectives you are giving your team a direction and something to work for. If employees feel they are expected to achieve these firm objectives they will naturally work harder to make sure they do. They will also automatically be taking more responsibility over their role and the work they do.

This increases productivity on an individual level. Incentives for successfully achieving objectives can also be specified in order to motivate staff to succeed and thrive in the work environment.

2. Boost Staff Morale

NLP is a great way to make employees more engaged and content in the workplace and NLP training is a valuable investment. Committed and engaged employees will perform better than other employees in the business – what are you doing to maintain commitment and engagement in your business? Learning NLP techniques through tailored training courses and coaching will enable team members to reach high levels of performance by over coming barriers in the workplace.

Staff morale is an ongoing factor that a team leader or manager considers. Treating employees with respect, listening to their ideas and making them feel included on a daily basis will keep their self-esteem and confidence high.

3. Better Communication

Internal communications and client relationships are vital for a productive and efficient working environment. Making people aware of how they come across when interacting with others is a key aspect of using NLP to improve communication. NLP will help to identify adverse behaviours such as body language. Body language such as avoiding eye contact or slouching shoulders is generally a subconscious behaviour.

Once the negative behaviour has been recognised, the individual can work to change and improve. As the individual becomes more self-aware, they also become more aware of other people. Effective communication requires an understanding to others’ thought processes as well as an awareness of yourself. See yourself in the way that you would like others to see you.

4. Learning and Development

NLP is all about bringing together an individual’s innermost skills and highlighting their hidden, concealed ability. NLP unlocks the potential for a wealth of knowledge. Employees will be eager to learn and advance in their own professional development. This enables employees to take control of their own career and requires them to be proactive about doing so. A proactive, engaged and progressing team will be highly motivated and productive.

NLP helps the individual to improve in their job role by taking a highly performing team member and using their behaviour and work ethic as a model for others to adopt. You could have a team that is as strong as your strongest employee. This would have a huge impact on productivity as well as give your business a competitive edge.

5. Changing Behaviour

The main objective of NLP is to reverse negative behaviours and habits. How an individual interprets their workplace has little to do with the actual working environment and more to do with the individual. Employees have completely different experiences at work, even though the work environment is the same for everyone. NLP makes employees aware that the problems they face at work are usually internal, not external. Making employees self-aware of their attitudes and behaviours is the first step towards a positive change.

Ripley Training

If you would like to find out more about how NLP can increase and improve your business then our Introduction to NLP course is right for you. Alternatively, if you would like to study NLP in more depth then you should take a look at our INLPTA Diploma in NLP course.

We provide a range of high quality and accessible training to suit your business’ needs. Get in touch today.

How can Training boost your Profits?

The benefits of training can trickle down to every aspect of your company. From improving staff moral to boosting profits, training can improve your business’ performance. Recognising the need and implementing a training strategy in your business could see your profit margins increase by 47%. Training is an investment, not a cost.

Why is training so important for business?

Training enhances your employees’ skills. Any positive changes you want to make for your business will usually transpire through your staff. Trained employees will not only have the correct skills to be able to do their job effectively and efficiently but will also be engaged with the company. If they feel like you are investing in them through training, then they will feel more satisfied with their role and appreciated as an individual. In turn, this has a positive effect on their performance.

Training is also thought to impact staff turnover. Staff retention is much higher within companies that invest in training. Most people want to learn new skills and add to their professional development and are more loyal to companies that offer good training packages. If an individual feels as though they are valued in their role, their work is likely to be more valuable. Around 40% of employees who receive poor job training leave their positions within the first year. The costs of staff turnover are much higher than that of the costs of training. You don’t need to waste money on churning staff when you could be training them instead.

How can training boost profit?

Every other part of your business stems from the people in it. Profits and performance are directly linked to the efforts of the people working towards this. Quality training can improve your team’s communication, increase customer satisfaction and boost profits. According to Craig Hane, the CEO of online training site StaffingTools.com “Training is one of the best, if not the best investment you can make in your company, your people, and your customers”.

Training your staff increases productivity, confidence and communication. It is not just factual knowledge that your employees will learn, they will also upgrade any existing, more general skills. Imagine if all of your employees were as proficient at their role as they could be. Think about how this would impact the bottom line. Your sales team could be closing more deals, your office could be communicating more efficiently and the managers could be leading more effectively. This will increase profits and performance in every aspect of your business.

Ripley Training

We provide high quality accessible training and coaching to help businesses like yours improve individual, team and organisational performance. We offer bespoke in-house and one-to-one training as well as open courses all over the UK. Get in touch now to see how we can help your business and boost profits.

Managers Preparation for a Performance Appraisal Review

• Reference your notes relating to one to one meeting/mini-reviews/team meetings relevant to an individuals performance
• Collate information regarding business, team and individual performance objectives for the previous year and the forthcoming year(s). These might include Key Performance Indicators like sales and financial targets
• Consider how they have performed against any previous objectives set and how they have responded to coaching, training and support during this period
• Recognise significant achievements of the individual over and above their job description
• Review the job description to discuss with the individual to ensure it is upto date and relevant for the coming year
• Look at the changes that have taken place in the business, team and their role during the period and how they have responded to these changes
• For objectives for the coming year consider realistic/acheivable deadline dates for completion – these will need to be agreed with the individual
• Consider development needs including support, coaching and training to enable them to achieve these objectives for the coming year
• Ensure any issues around poor performance have been addressed promptly throughout the year and therefore avoiding any surprises in the performance appraisal review around poor performance
• Based on your discussions with the person consider their career aspirations and how you can help them to progress keeping in mind what is possible within your team/business and the risk of losing them to your competition. Consideration needs to be given to current and potential opportunities in the team/business so you manage their expectations. Funding and time required for training and development also need to be considered before the performance review so you are able to respond effectively to any questions by the individual
• Based on your observations are there any under utilised skills, knowledge and experience that could be used to the advantage of the business whilst stretching/challenging the person in the coming year?
• During the performance review are you expecting any potential objections/obstacles in the review meeting and how are you going to take these forward with the individual?
• Consider how you will establish rapport with the employee to put them at ease at the beginning of the performance appraisal review
• Plan out open questions to get them talking about their individual performance over the review period and their aspirations – remember they should be speaking more than you – it is all about them afterall!
• Allow the individual time for preparation, provide a copy of the previous performance objectives and ideally provide them with a number of key questions to enable them to prepare effectively for the performance appraisal review
• Ensure you have booked a suitable room for the performance appraisal review allowing adequate for the review – these can vary depending on the post/person from 30 – 90 minutes

10 Tips on Receiving Feedback

1. Welcome feedback from others
2. Apply Active Listening Skills when receiving feedback
3. Do ask open questions to understand more about what has happened and the implications for you and others
4. Respect and acknowledge the other persons opinion – this doesn’t mean agreeing with them
5. Consider the value of what has been said and consider carefully how to respond – avoid any instant reactions
6. Check back your understanding not leaving out the content you don’t like to hear or you haven’t taken seriously
7. Gain clarification of any areas you don’t understand by asking more questions and checking back your understanding
8. Encourage suggestions on how to move forward and ask questions like – What if I did this work this way?
9. Say Thank you for the suggestion / feedback and consider carefully what has been said and take the most appropriate action
10. Review and check back with the other person at a later date to see if your actions have improved the situation or whether you need to make more changes to remedy the situation

Why do Appraisals fail?

  1. No clear standards of performance and expectations are unclear
  2. Staff are set up to fail by agreeing to objectives that are not SMART (specific, measurable, achievable, realistic and timebound – there are a number of variances on these)
  3. Heavy handed policing of objectives
  4. Bias, prejudice, stereo typing and / or fears of confrontation are evident in the Appraisal
  5. Use of negative language (inc Body Langauage) and the use of poor feedback
  6. The Appraiser uses the opportunity to address Performance issues not raised previously
  7. No ongoing record keeping to support preparation on both sides for the appraisal
  8. Appraisals are seen as a tick in the box exercise to complete the forms
  9. No link to the Business Plan and the key priorities of the Business
  10. Nothing is followed up after the Appraisal
  11. Seen as an annual process and no mini-reviews are done throughout the year

Can you think of more examples?If you would like to know more about Appraiser and Appraisee training then click on the website page link below for more information:http://www.ripleytraining.co.uk/training-courses/leadership-management/Performance-Appraisal-Objective-Setting-Skills.htm