The 3 Fears Employee’s Have About Engagement — and How to Confront Them Employee engagement initiatives don’t have to be stressful. 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. 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
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?” 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. Does this mean they work overtime?
The 5 Things That Employees Hate to Hear From New Managers Leaders want to make their mark on operations, stamp their philosophical footprint on minds, leave their legacy on hearts and in hallways. They hope their leadership will be unique, profitable, and pleasant. These are understandable goals. All too often, however, they start out with similar comments — lines that set their employees up for disappointment and disengagement rather than the intended positive pat on the back and productivity boost: 1.
The Fine Line For Leaders Between Motivation and Manipulation Almost any team has one or two absolute go-getters. 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. But knowing how and when to motivate doesn’t come naturally to most leaders. It may even be uncomfortable, especially for those who aren’t clear on the boundary between motivation and manipulation. And that boundary really can be tricky to navigate when you’re motivating someone to act in a way that benefits an organization.
How To Develop a Long-Term Employee Engagement Solution Increasing employee engagement is a priority for most companies. 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. Intrinsic vs. Extrinsic Rewards (and Their Differe... Before I delve into today’s topic, let me share an exciting announcement. Last week Lithium launched the first feature of our Premium Gamification products. The Badging feature is just the first of many more that we plan to add to our already robust gamification engine. I’m excited to see more of my gamification theory and work being productized in the near future!
Commitment Is Easy, Persuasion Is Hard It is easy to get people to commit to something. 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: 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. 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 4.1K Flares Filament.io Made with Flare More Info'> 4.1K Flares × We all have goals and dreams, but it can be difficult to stick with them. Each week, I hear from people who say things like, “I start with good intentions, but I can’t seem to maintain my consistency for a long period of time.” Or, they will say, “I struggle with mental endurance. Create positive pressure around releases If you’re working towards a key release, the pressure mounts for everyone involved as it approaches. 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. People become fatigued and make more mistakes, which creates even more work and adds even more pressure.
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. And it is very difficult to have a meaningful life without meaningful work. -Jim Collins Do you feel that you have work worth doing? If so, you are among the more fortunate of our readers.
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.