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When we engage employees in reaching a strategic destination, they become more willing to make decisions, take appropriate risks and act in the best interests of the organization.
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Companies lean heavily on recognition, work-life balance and wellness to promote engagement, yet undervalue such factors when it comes to measurement.
Believe it or not, organisations are not the only ones responsible for ensuring that their workforce are engaged in their work, it’s also down to the people themselves – shared accountability.
Par Marielle Thomas Le bonheur est-il dans Auchan ? Il y a un an, nous recevions 15 directeurs de magasin Auchan venus découvrir ce management révolutionnaire qu’est la Libération. Les échanges ava...
You don't like everyone you work with. Now what? Relationships within organizations depend on your ability to tolerate weaknesses in others. How many: How many of the people in your office do thing...
Through a few simple techniques, executives can boost workplace “MQ” and inspire employees to perform at their peak. A McKinsey Quarterly article.
Some practical ideas from McKinsey to unlock the engagement that makes a difference.
Good article on how the create meaning in the workplace.
Musicians talk about being “in the groove,” sportsmen about being “in the zone.” Can employees in the workplace experience similar performance peaks and, if so, what can top management do to encourage the mental state that brings them about?
If you had to sum up everything you believe about leadership, your core philosophy, in just one word, what word would you choose?
#Trust of course. And Ted Coiné explains why. #leadership
Your highest-performing employees are also your most demanding, and if you don't learn how to keep them happy, they won't stick around long.
Trust is often talked about as the bedrock of a company’s success. Most people think about the issue in terms of customers: They have to believe in you and your products and services. But trust within the organization is just as important: Your employees must believe in each other. When they don’t, communication, teamwork and performance inevitably suffer. After New York Times publisher Arthur Sulzberger fired the newspaper’s editor, Jill Abramson, in May, he explained that he’d repeatedly warned her that she was losing the trust of the newsroom. But how do you build trust in the workplace?
Leaders without a code follow the course of least resistance. Life becomes unstable, stressful, and frustrating. Leaders without guiding principles are undependable followers.
From article : "Accept the fact that we have to treat almost anybody as a volunteer".
People are not tools is a key point made. When we think they are, we become managers rather than combining managing and leading.
Get 50 employee engagement ideas based on research by Dale Carnegie Training. Download Today!
With only 20-30% of the workforce engaged, and common-causes of disengagement being micro-management and employee's not having a voice within the business: it is especially important, today, for candidates to be able to assess an employer's values.
Here's some helpful insight on landing a job in a great working environment - it might also be useful insight for businesses looking for great employees.
This is the result of 11 years' experience working on either end of the engagement extreme - comparing the two - studying leading thinking on business, and then researching the situation with engagement worldwide.
Quick questions to assess the organisational engagement.
As it turns out, workplace incentives don't necessarily create harder working employees.
Learn how hackathons can address the complex, organizational and human capital management issues facing employee engagement today.
In today’s marketplace, business leaders can’t succeed without the ability to communicate effectively with others, manage their emotions and collaborate on finding solutions to pressing challenges.
The five examples given by Gareth Cartman made me cringe with embarressment! Great examples of how to shoot yourself in the foot if you don't think through your strategy.
Somewhere around the late 1980s or early 1990s we stopped talking about employee morale and started talking about Employee Engagement instead.
I like the engagement concept, but it has been twisted to suit a management perspective that is unhelpful. It is helpful to think of engagement as behavioral and emotional commitment; this results in loyalty to the company a willingness to stay and provide discretionary effort. A prerequisite to engagement is employee satisfaction and positive morale.
The problem with engagement arose because it was presented in many instances as a tool for driving performance. Consultants and pollsters latched onto the idea that if you measured engagement you could then take various actions to change it with a variety of employee focused HR tools. All of sudden then HR had the means, it believed, to drive, employee performance-- and, of course, how could this not be valuable for business and management.
In fact, engagement is useful because it begins to address the complexity of motivating organizational behavior. It helps us understand that both intrinsic and extrinsic factors should be considered, that the social conditions are important as well. Engagement points to the fact that a whole person approach is needed to fully enlist individual efforts on behalf of the organization.
To obtain a truly engaged workforce, enterprises must start with choosing people who see it as more than simply a place to work;who see it as a valuable, useful means to a positive end for themselves and the broader community of which they are a part. Enterprises must come to the realization that supporting individuals in reaching their goals is the cost of getting individuals to support the organization's.
The one that gets me is the empowerment racket. As if we have the power to give someone else power. I hear this in education all the time. We are going to empower students as if we do their learning for them. Creating a positive and healthy learning environment with reciprocal relationships is the key.
Engagement - 12 ideas to listen to your employees
Forbes Nine HR Policies That Drive Good People Away Forbes There is a particular, awful feeling you get working in a company that is sinking. You can tell the minute you walk in the door that the energy is off.
Pleased to see that this list of bad but very prevalent practices include bell curve thinking and stack ranking!
It can be exhausting to feel that you are dragging your people behind you as if they were dead weight. Their lack of enthusiasm or the fact that they are unwilling to make a sincere effort to move in the direction you’ve identified as important may be a danger sign you need to address.
It is no fun to catch yourself nagging your people to do what you need them to in order for team expectations to be met. Leadership should be a process of encouraging and supporting your people and supporting their growth and efforts.
Layoffs, scandal, and office gossip can all take a toll--but there are always ways to win back your workers.
Employee Engagement is not enough. It's sometimes irrelevant. Focus on the input factors and go back to basics. And don't be disappointed. That's life.
People who positively impact the world demonstrate 9 core behaviors that set them apart.
It’s critical to note that people who’ve made a real difference aren’t all privileged, advantaged or “special” by any stretch. Many come from disadvantaged families, crushing circumstances and initially limited capabilities, but have found ways to pick themselves up and rise above their circumstances (and their genes) to transform their own lives and those around them.
All good behaviors and traits to imbibe, if you really want to have a positive impact!
Interesting from my view point, just read them for inspiration, and you will see the link with #KM...“the more you give, the more you get.” !
Trust. Your ability to lead is severely hampered without it, and the more of it you have, the easier leadership becomes.
(From the article) The Blind CC. Imagine this . . . Someone sends an email to a group and bcc’s someone. Then the bcc’er replies to all, not noticing that they were blind-copied. If you were on the To: or CC: lines, wouldn’t you immediately wonder why the other person was bcc’d to start with? And more importantly, wouldn’t you start to wonder how many times the original person sends emails to you and they are bcc’ing someone else? We all want leaders who are transparent, authentic and genuine – and it seems to me that using the bcc flies in the face of that goal. There might be a time to email something separately to someone and give them additional information or perspective, but why make it a blind copy leaving everyone at risk for miscommunication and misunderstanding?
Trust is the key to building genuine relationships and without it, performance, productivity and loyalty will suffer.
Entrepreneur 10 Awesome Ways to Inspire Others Entrepreneur To realize the utmost potential and minimize wasted effort, identify exactly what you're going after and make sure your people do, too. Redundancies arise when communication falters.
Effective leaders must choose the right tactic for the right mission, no matter if it’s the boardroom or the battlefield. Inspiring others comes in myriad different forms. Here are 10 leadership guidelines to inspire others:
Be the type of leader for your people that you want your leader to be for you.
New research suggests that altruism makes employees more innovative and engaged.
Start by talking about impact, not financial performance.
Good example of the clear benefits of genuine engagement.
ENPS is the 3rd one