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It amazes me just how many leaders don’t act like leaders.
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Did you ever have an important point to make that wasn’t heard or understood? These tips can increase the likelihood you’ll be heard the first time.
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If you want to be the best in your industry, you have to get rid of your outdated management style.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.
Are you engaged because you like what you do? Are you engaged because you like the person you do it for? Are you engaged because you like being part of a particular organization, from whatever perspective ?
Do you think like a Servant Leader? With the Agile Transformation requires a new approach to leadership.
Do you Think Like a Servant Leader or Act Like The Smartest Guy in the Room? This article is written for IT Leaders, but applies to leadership of all areas.
The typical oldstyle manager seeks to achieve outstanding performance by focusing on processes and data. He thinks that if he tweaks the workflow and captures some additional metrics, he can improve team performance. He is always willing to set aside his job of planning, organizing, staffing and controlling in order to jump in to deal with the crisis of the day. Problem solving provides immediate gratification and allows him to go home at the end of the day feeling as if he has accomplished something.The thoughts of a servant-leader would be completely different. His job is to develop people, not systems. Such a leader would view the success of his team as the means of achieving that success and would behave accordingly. He would ensure the team has the resources it needs and would seek to remove obstacles that impede the team’s progress. The servant-leader allows the team to solve the crisis of the day without direct intervention. He may provide coaching, advice or additional resources to the team, but he lets them work out the solution. And he makes sure the team gets the credit for the solution. The servant-leader understands that, over time, the problem solving skills of the team will exceed his own abilities.
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.