Because telling adults what to do can be tricky.A manager’s job is not easy. Adults generally don’t like being told what to do, which just happens to be one of the primary functions of a supervisor. Communication skills are paramount in order to implement positive change, but hey, if it was easy, everyone would be doing it. By working with the Human Movement experts at Worklete you have provided your staff with an invaluable resource. They have access to a wealth of knowledge that will help keep them free from injury, potentially extending their careers while also improving their quality of life. You recognize what a great opportunity this is and now it's time to get your team as excited about the program as you are.
So, how does one adult tell another adult what to do? Nevermind that you are the supervisor, it can still be a challenge to implement a training system into the busy schedule of your employees. Sometimes adding an extra step to your day, any extra step no matter how minute, can seem like an intolerable burden. Even if you know that the task will be beneficial, it feels as if you simply cannot manage one more thing. To address this concern, or any number of others you may have encountered, try using these 5 tactics to keep the team motivated, on task, and engaged with the material.
1. PRACTICE WHAT YOU PREACH
Believe in the program and your staff will too.
Familiarize yourself with the material directly so that you don’t sound like you are blowing hot air or regurgitating some jargon from a piece of paper. Complete your online training every week and read the in-person practice guidelines. If you don't understand the material, reach out to firstname.lastname@example.org.
“He who loves practice without theory is like the sailor who boards ship without a rudder and compass…” -Leonardo da Vinci
2. SHARE THE VISION
If you attended a Worklete Champion Training Seminar, chances are you gained a strong understanding of the concepts presented and are feeling pretty fired up about it. Share that enthusiasm with your team! Explain what they need to focus on and why they should care. The Worklete program exists to help employees stay healthy, which is something everyone can get behind.
If you want to convince them of the real benefits you’ve got to paint the bigger picture as to why working safer effects more than the job. It is about protecting and preserving their personal health for a lifetime, through their career and into a healthy retirement.
3. MAKE IT PERSONAL
Find ways to express the virtues of the Worklete training in words that directly draw from that individual’s tasks on any given day. Personalize your feedback. It is very powerful when someone is made to feel as though they have come to a conclusion all on their own. After I learned about Power BRACE, my lower back wasn’t as sore at the end of the day!
“Nothing in the world is more exciting than a moment of sudden discovery or invention...” - Bertrand Russel
One Worklete Champion in Texas uses every injury as a learning opportunity. He revisits the appropriate Worklete lesson, highlighting the strong way to perform the task vs. potential dangerous positions, or “faults.” In this way he works to prevent a recurrence of that particular injury.
4. TRANSFORM THE NEGATIVITY
It is likely that someone is going to be a naysayer when new techniques or strategies are introduced. “I liked things the way they were,” or “I’ve never been injured before this,” might be lines that you have heard. This is the “If it ain’t broke don’t fix it” kind of attitude. This idiom may apply elsewhere but is absolutely not true concerning the human body! Ten years of poor technique while moving boxes or poor posture sitting at a workstation will catch up and take its toll on the employee, even if they feel great each and every day leading up to the injury.
If you can give recognition and encouragement to those actively participating, you can set a standard of positive reinforcement and encourage your team to do the same. Avoid scolding a team that is lagging behind. When correcting someone, try to keep your feedback positive; Great Hip Hinge Miguel! Watch those toes though, make sure they’re pointed toward the effort, right?
Remind your team that Worklete is not trying to tell them how to do their jobs - it’s about learning how to organize their bodies into the strongest possible positions.
5. CHECK BACK IN
After extolling the virtues of the program and letting the team explore the Worklete online training platform, remember to check up on their progress. Even the greatest athletes rely on coaches to provide feedback and support. As a Champion, you are there to answer your team's questions, provide feedback, and offer encouragement. Staff should feel actively engaged in what they are learning and that they have an important role in the development of the program itself.
One manager reported that by hanging a Worklete bulletin board in a visible place, his team could keep tabs on their lesson completion and recognize exemplary team members. We love this technique because it fosters friendly competition, provides group accountability, and commends those actively engaging their modules.
Life tends to pass every which way beside the way we expect. An employee may be gung-ho about the Worklete curriculum one week, and inexplicably unenthusiastic the next. Circumstances within and beyond our control can affect your team’s performance. Maybe it’s your busy season, or perhaps you are understaffed - whatever the circumstance, don’t give up when your team is down! Utilizing the techniques discussed above and staying positive is the best path forward.
The Worklete program is proven to boost staff health and performance, helping you build a company culture focused on safety. Once your team is actively participating in the training, they will see how it affects them at work and at home. As long as you believe in the material, those working with you will come around. Conviction is infectious, and success spreads like wildfire.