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Dan Ariely: What makes us feel good about our work? The happy secret to better work - Shawn Achor.

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The 3 Fears Employee’s Have About Engagement — and How to Confront Them. Employee engagement initiatives don’t have to be stressful.

The 3 Fears Employee’s Have About Engagement — and How to Confront Them

Too many times, we’ve seen organizations dragging their feet on engagement work. And we get it; change is hard, and a new engagement initiative can mean big changes in culture and operations at an organization. But, those changes result in very good things — like better retention, more satisfied employees, higher productivity and a healthier bottom line. In many cases, the source of your stress are actually unfounded fears. The Differences Between Managers Who Motivate and Those Who Demoralize. I’ve never met a manager who intended to demoralize their staff.

The Differences Between Managers Who Motivate and Those Who Demoralize

Many do, but that’s not their intention. In talking with them or those who report to them, what surfaces are habits, attitudes, practices, and skill deficiencies that lead their employees to disrespect, disengage, and decide to leave them for more pleasant environments. When an executive at the top of the organization notices that a manager is struggling to keep good people and suggests that manager come to us for communication coaching, it doesn’t take long in our interviewing process before we observe troubling communication habits.

Similar stories appear with regularity. The big contrast in management styles Personal stories (often from the perplexed managers themselves trying to pinpoint the reason for their ineffectiveness) present striking differences in two categories of people. Leaders Can Influence, But Every Employee Owns Their Own Engagement. I’ve been asked a couple of times recently, “Do you think ‘employee engagement’ has become just another business buzzword?”

Leaders Can Influence, But Every Employee Owns Their Own Engagement

It’s a valid question and one that often arises from a lack of understanding – what drives engagement and why should we care? Truly engaged employees have “bought in.” They are so passionate about solving the problem, delivering the service, or achieving the goal, they willingly invest more of their own time (discretionary effort) to get those results. The 5 Things That Employees Hate to Hear From New Managers. The Fine Line For Leaders Between Motivation and Manipulation. Almost any team has one or two absolute go-getters.

The Fine Line For Leaders Between Motivation and Manipulation

Whether it’s out of passion, commitment or habit, they’re going to show up half an hour early, probably after a good night’s sleep and a nutritious breakfast, bringing their best ideas and plenty of energy to carry them out. Other employees need a little push, at least from time to time, and the best leaders are prepared to provide it. How To Develop a Long-Term Employee Engagement Solution. Increasing employee engagement is a priority for most companies.

How To Develop a Long-Term Employee Engagement Solution

That’s because having a workforce devoid of enthusiasm can come at a steep price: Lost productivity, absenteeism, workplace accidents, increased health care costs, and high turnover. But as most HR professionals know, it’s difficult to motivate employees. Aligning business strategy with motivators Rewards-punishment systems are popular, but they aren’t the best motivators once an employee’s basic needs are covered. Instead, social and psychological research has shown that intrinsic motivation — deriving joy from the task itself — is a key factor in motivating humans. 8 Deadly Ways to Kill Employee Motivation. Intrinsic vs. Extrinsic Rewards (and Their Differe... Before I delve into today’s topic, let me share an exciting announcement.

Intrinsic vs. Extrinsic Rewards (and Their Differe...

Last week Lithium launched the first feature of our Premium Gamification products. Intrinsic vs. Extrinsic Rewards (and Their Differe... Commitment Is Easy, Persuasion Is Hard. It is easy to get people to commit to something.

Commitment Is Easy, Persuasion Is Hard

What is hard is persuading them to actually do it. Several weeks ago, almost 100 people answered to my call for beta readers for my new book. That was far more than I had expected. However, I suspected that some of them were perhaps a bit too enthusiastic. That’s why I decided to ask all 100 volunteers these tough questions: Can you give feedback on 250 pages of text in only 3 weeks? The result of this email message was that 50 people committed to proofreading the new book, and the other 50 volunteers reconsidered their offer and bowed out. From Passion to Action After I sent the beta version of the first chapter of my book to all proof readers, a total of 25 people actually gave feedback on it.

Interesting! I started with 100. The science behind what motivates us to get up for work every day. 2.6K Flares Filament.io 2.6K Flares × The following post is a guestpost by Walter Chen, founder of a unique new project management tool IDoneThis.

The science behind what motivates us to get up for work every day

More about Walter at the bottom of the post. So, here is the thing right at the start: I’ve always been uncomfortable with the traditional ideal of the professional — cool, collected, and capable, checking off tasks left and right, all numbers and results and making it happen, please, with not a hair out of place. The Myth of Passion and Motivation: How to Stay Focused When You Get Bored Working Toward Your Goals. Create positive pressure around releases. If you’re working towards a key release, the pressure mounts for everyone involved as it approaches.

Create positive pressure around releases

For the technical team responsible for delivery the rising pressure in this situation is nearly always negative if left unchecked. As time runs out the drumbeat gets faster and faster as the team is whipped up to ramming speed, a bit like the galley slaves in Ben Hur. This type of pressure creates a negative spiral. TED Playlists. To Give Your Employees Meaning, Start With Mission - Teresa Amabile and Steve Kramer. By Teresa Amabile and Steve Kramer | 11:00 AM December 19, 2012 It is impossible to have a great life unless it is a meaningful life.

To Give Your Employees Meaning, Start With Mission - Teresa Amabile and Steve Kramer

And it is very difficult to have a meaningful life without meaningful work. -Jim Collins Do you feel that you have work worth doing? Keep Me Company. Michael has published a post called “Curious Company” the other day. I swirled with reactions as I read it. Whereas it was mostly delight, I’d like to apply a bit different focus to the subject. Let’s see. The common concept about businesses and corporations is that they should have a goal. TargetProcess as a company has the goal to develop the best project management tool in the world for small to medium companies. Good Work vs. Great Work (And How to Tell Which is Which) Dan Pink: The puzzle of motivation. Stop Demotivating Me! Where does our best work come from?