Guide Your Employees to the Why. As responsible adults, we rise every morning to our alarms, commute to work in some form or another (as short as walking to a desk or as long as a hellish, traffic-laden drive), and work until we return home that evening. Work as we know it is changing. Whether you work remotely, run from your day job to your side hustle, or set your own hours as an entrepreneur, you need to find the “why.” Why are you spending all your time this way? And to what end? Simon Sinek explains it best in his bestselling book, Start With Why.
If you don’t have time to read it (though we’d highly recommend it!) His TED talk sums it up quite nicely: It’s no longer enough to provide a solid paycheck and benefits. Do You Know Your Purpose? The first question to ask yourself: do you actually know the purpose of your company? Knowing your purpose doesn’t mean you have to drink the kool-aid.
If you’re not sure that if you took a month holiday it would make a difference, it’s time to re-evaluate. Redefine The Org Chart. Improving employee engagement and culture. Food for thought: In 2013, the percentage of Americans who believed there was at least a small chance of a zombie apocalypse was greater than the percentage of individuals worldwide who said they were engaged in their work.1 Truth be told, the percentage of Americans who report feeling engaged at work is actually much higher than the global number—coming in at a whopping 31.5 percent in 2014, according to a Gallup survey. As one might expect, the engagement level of managers and leaders is higher, but it isn’t grounds for celebration; 38.4 percent of respondents say they are engaged by their work responsibilities.
But that means 61.6 percent of surveyed managers in business and government don’t really care. According to Deloitte’s Global Human Capital Trends Survey for 2015, employee engagement and culture issues have become the top concern for many businesses worldwide. What if the issue is even more fundamental? Reduce your share of air time at staff meetings. 7.15.14essinteractionassoc. Empowering Employees - Links. The Problem with Empowerment. How To Create A Workplace People Love Coming To. Sure, fancy perks and high pay factor in employee satisfaction. But when it comes down to it, what really matters is a workplace where employees are challenged, satisfied, and appreciated. Contrary to popular belief, such lists of most desirable workplaces aren’t completely made up of technology companies--or even large companies.
And many of them don’t provide expensive, lavish perks. They simply know how to give employees what they want. This year, Glassdoor’s annual list the Best Places to Work includes organizations from a variety of industries, from retail and finance to oil and gas, and everywhere in between. So what does it take to make the list?
Here are five traits that most "Employers Of Choice" (EOC) have in common: 1. Top employers know that having good people on board helps them attract more good people. From the moment a candidate interacts with your company and brand, it’s an opportunity to show what your company is made of. 2. EOCs listen to their employees. 3. 4. 5. How To Create A Workplace People Love Coming To. 4 Employee Engagement Ideas for Monday Motivation | Dale Carnegie. Monday morning is a pivotal moment for your team that happens every week. In order to have the best week possible, you’ll want to start it off on the right foot.
Ideally, you and your employees come back rested and rejuvenated from the weekend and naturally ready to reach your goals. But there are some ways to maximize their engagement after the short break. Here are 4 employee engagement ideas for your employees that will provide extra Monday motivation, not only this week but every week: Ask about their weekend Career coach Susan Somanchi suggests asking questions like ‘How was Suzie’s soccer game?’ Share your enthusiasm Your employees will feed off of your passion for your job and the mission, so set the Monday motivational tone first thing at the morning meeting. Ask what you can do for them Dale Carnegie Trainers advocate helping people succeed by giving them the right tools and incentives, instead of criticizing struggling employees. Use their name No related posts. Accountability, Leadership, Ken Blanchard.
When you are discussing top leadership challenges, accountability is an issue that comes up often. Many people find it difficult to hold others accountable for results and to call them on it when necessary. But leaders might be spending the majority of their time looking at the wrong end of the problem, says Scott Blanchard, principal and executive vice president with The Ken Blanchard Companies. “You cannot crack the whip enough, or hold someone accountable enough, to achieve the kind of results you can if, instead, you focus on helping people understand the vision, care about it deeply, and see themselves as a part of it. “Create that kind of alignment and you won’t have to worry about accountability.
Instead, employees will start holding you accountable as a leader to clear the way and help them get things done.” Check Alignment First Strategies for Closing the Gap For leaders looking to close the alignment gap in their organizations, Schiemann recommends seven key steps: Impact Mapping. What Makes an Employee Happy. Ten Charts That Show We've All Got a Case of the Mondays - Gretchen Gavett - Our Editors. By Gretchen Gavett | 2:46 PM June 14, 2013 If you’re in a workplace in America right now, chances are most of the people around you are pretty checked out. You might even be plodding through the day yourself, counting down the hours until you can fly out the door. Or you’re doing your very best to make your unhappiness known to anyone within earshot. This type of disengagement is outlined by Gallup’s latest “State of the American Workplace” report, which has implications for you, your financial bottom line, and the well-being of your company, so I pulled out some charts from the report that I found striking.
First, though, a couple of things to know about the poll: Over the past few decades, Gallup has interviewed over 25 million people across a wide variety of industries and organizations. As for the terms used: “Engaged employees work with passion and feel a profound connection to their company. Not exactly a promising trend. Imagine, indeed. How Ideal Is Your Company? - Andrea Ovans - Our Editors. By Andrea Ovans | 11:30 AM June 28, 2013 Is your company getting your best work?
Do you come in every day energized, enthusiastic, creative, and engaged? If not, you’re not alone, at least in the U.S, according to the latest Gallup poll of employee engagement, which you can see if you scroll down through the wealth of data my HBR colleague Gretchen Gavett recently collated. If you’re among the less than enchanted, what are you missing? What would you need to be your most productive?
Professors Rob Goffee, of the London Business School, and Gareth Jones, of Madrid’s IE Business School, asked this question to hundreds of executives, as part of their on-going research into authentic leadership. “It would be great to be in an organization where I felt I really knew what was going on — where there were no corporate secrets — no spin.” “I’d love it if I was in an organization where I felt I was adding value as widely as possible at the same time as I was growing myself.”
Communication 101: Manage the Message Yourself or They'll Do It For You | Plus Delta Consulting. Today’s organizations experience tremendous amounts of change. Whether these changes are prompted by the implementation of new technologies, the redesign of business-critical processes, or simply the introduction of different leadership practices, the people who are most impacted by these changes are less likely to accept them if they don’t know what’s going on. In fact, these same people will likely make up their own assumptions about what’s happening and what impact it will have on them if you don’t share regular and relevant updates with them.
At the heart of all organizational change efforts then is communications. Change communication is more than the tangible tools that convey information though. The following are 11 fundamental principles for effectively managing the message about your upcoming changes to gain the buy-in and support you need to succeed. It’s about adoption, not just implementation, so remember to keep the focus on the future to avoid getting stuck mid-stream. 10 Reasons Your Top Talent Will Leave You. Why The Happiest People Have The Hardest Jobs | Fast Company | business + innovation. "The happiest people I know are dedicated to dealing with the most difficult problems," Rosabeth Moss Kanter writes for HBR. Whether reversing schools' struggles, making unsafe water potable, or helping the terminally ill, "they face the seemingly worst of the world with a conviction that they can do something about it and serve others.
" Kanter pulls in a number of anecdotes, including that of her friend, the Pulitzer Prize-winner Ellen Goodman. Upset by the care her dying mother received, Goodman left her syndicated columnist gig to start The Conversation Project, which aims to get every family to talk about death and end-of-life care. While Kanter doesn't quote Goodman in the piece, we can infer that Goodman is doing emotionally fulfilling work--which, as positive psychology tells us, is a key to enduring happiness, as opposed to the fleeting nature of pleasure.
A meaningful, happiness-generating career, then, will include a sense of engagement--or even devotion--to the work one does. Why Your Company's Worst Performers Are Happy As Clams. Your slacker employees may be going to great lengths to avoid doing much at work, but they actually love their jobs. A new study by Leadership IQ found that in 42% of companies, low performers report high levels of engagement. These employees are more motivated and more likely to enjoy working at their organizations than middle and high performers do. When I first heard this news, I couldn't believe my ears. And then, the light bulb went on. In most organizations, low performers are pretty much left alone. Mediocre performers can do a really good job of hiding under the surface. Top performers are exhausted from treading water daily as they try to stay afloat. According to the study, top performers are stressed out at work and are undervalued by bosses despite making the most effort.
It's time to put your clam rakes into action. [Image: Flickr user Mark Mark]