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Here are ten building blocks towards developing a culture of engagement.
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You can’t crack your employees’ heads open and look inside so how do you uncover what drives individual employees to work hard and stay focused?
Employee engagement is important for retaining good employees, increasing customer satisfaction and ultimately increasing profits.
Part 2 of this series, we focus on getting your employees involved in developing and enhancing your culture of safety.
5 Truths to keep in mind when you’re taking into consideration compliance issues
The future of work is as much about living as it is about working. With 54% of our lives spent at work, a culture of meaningful work is now a necessity.
Some very good points on engagement that many orgs simply don't follow.
The future of work is as much about living as it is about working
If you want to be the best in your industry, you have to get rid of your outdated management style.
Stop these and you will feel better, smarter and more relax to dedicate time on really important things.
We are alwsy tyring to fqForget money or touchy-feely stuff. These three clear questions will change the way staff approaches work.
This is very true. I really like the questions to determine if someone is engaged. We are always looking for the best way to benchmark engagement and to measure it on an ongoing basis.
What do you think are the best questions to ask that can determine a persons engagement?
What do you think are the best types of questions to measure engagement on different levels.
Connection to leadership
Connection to a manager
Connection to the team
Connection to your job
Connection to your future
You can high and low engagement depending on the question and all of these areas should be benchmarked and measured continuously so you can see where you are engaging you team and where you are loosing them.
And remember - you set the course and vision and define their role and your expectations. Then it it up to them to execute, set goals and contribute and only then will they find purpose and engagement. It takes two to tango.
There are plenty ways that a boss can kill employee motivation. We've narrowed it down to the 10 and explain how it can damage your company's culture.
This list of questions may help you get a fast read on whether your employees are equipped to succeed.
Giving feedback to someone is a “moment of trust” – an opportunity to either build or erode trust in the relationship. If you deliver the feedback with competence and care, the level of trust in your relationship can leap forward. Fumble the opportunity and you can expect to lose trust and confidence in your leadership.
@RandyConley on Leading With Trust
Employee engagement remains a challenge for companies.
By Mari Selby The secret to motivation for each of us may be a little bit like trying to find the proverbial and elusive, perhaps mythical fountain of youth. Important goals may seem to take a frustrating amount of time and effort to achieve. And the mere thought of such exertion [...]
Guest Blog by New York Times bestselling author, Kevin Kruse shares the most common reasons employee engagement efforts fail.
You can't fool your employees--they know when times are tough. But if you show you care, they'll stay happier longer.
When companies tell me their workplace culture and trendy furniture build employee engagement, I try to help them see that they’re focusing on the wrong part o
To engage, fully, we all need a "why"....
To make your company more productive, you're going to need to think harder about how to motivate employees.
I totally agree
....and so many businesses don't see it this way.
I recently read an article that was describing corporate culture as lunch provided everyday & free beer on Friday. If you take away those superficial connections for an employee - which are merely non cash components of a compensation plan and not a long term contributor to organizational culture - an engaged employee will remain committed to excelling in their role and for the organization.
An unengaged employee will be more impacted by that removal, resulting in connecting with that employee becoming even harder to achieve.
Engagement is multi-layered and more complex than being provided a sandwich so that I can continue to work through what should be a period of refreshment called lunchtime.
Where does truly effective power in management originate? Effective managers either intuitively know or have learned through trial and error that real power comes only through empowering those around you
How do you create a successful business that is considered one of the best places to work? Follow these six steps and create a sought after work environment.
Every single person has immense value, and no one is any better than anyone else, regardless of their title or role within an organization.
"The people who understand this, will be called leaders." K.R
There are some interesting points made in the article. It is more than just walking and talking. It is about getting to know people at a deeper level, what they do on the job, and what that means in their lives.
What methods have you used to truly stay in touch with the people in your organization?
Forget perks. Motivating staff and boosting productivity have nothing to do with foosball tables and massages
Traditional performance reviews are like the Easter Bunny. They don’t really deliver. I wish a Fairy would sprinkle fairy dust over every organization and eliminate this fraudulent waste of time, e...
By 2015, according to Gartner, 40% of Global 1000 organizations will use gamification as the primary mechanism to transform business operations. Gamification can help organizations make the workplace more engaging and productive.
We're generally intelligent people...so why do we do such dumb things? One of the best ways to explain our counterproductive behavior is the Ladder of Inference. This elegant model was first developed by Chris Argyris, building on the work of...
It's amazing as we all are losing important details at each step on this ladder and are completely unaware of this...:-))) from the facts there is a long way to the beliefs... and I assume that even if we are completely aware of the mechanism, each time when we are about to make important decisions we should also apply it to ourselves.. that's s the difficult part.. anyone can easily see the biases of the others...:-)))
“To be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered motivated. Most everyone who works or plays with others is, accordingly, concerned with motivation, facing the question of how much motivation those others, or oneself, has for a task, and practitioners of all types face the perennial task of fostering more versus less motivation in those around them.” - Ryan & Deci, 2000, p.54
“To be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered motivated. Most everyone who works or plays with others is, accordingly, concerned with motivation, facing the question of how much motivation those others, or oneself, has for a task, and practitioners of all types face the perennial task of fostering more versus less motivation in those around them.”
- Ryan & Deci, 2000, p.54
Many motivation theories treat motivation as a unitary concept, which creates a continuum of more or less motivated to do something. Yet, as Ryan and Deci (2000) note, even a little reflection suggests that motivation is far from that. People experience difference kinds of motivation on top of having different amounts of motivation. The orientation or type of motivation concerns the underlying reasons, attitudes and goals that give rise to motivation; in short the reason “why” we do some things and not others.
Read the full article: http://www.worldsviewacademy.com/uploads/The_Enneagram_and_Motivation_by_Lucille_Greeff.pdf
We all have unique 'hot buttons'. Find out here how to categorise them. Then press, to influence.