German novelist and playwright Gustav Freytag wanted to understand how storytelling impacted the human psyche. He wondered, “What makes a story so engaging that it changes a person’s behavior?” After studying William Shakespeare’s work, Freytag designed a map of storytelling—a key that explained why the man considered ‘the greatest writer [...]
The human ingenuity within any organisation are it's greatest competitive advantage. Yet according to the latest statistics, over half of todays workers are disengaged . When leaders are committed and actively working to engage, inspire and embolden – they unleash untapped potential and raise the bar not just on productivity, but on the value their organization contributes to all stakeholders.
In a mere 0.47 seconds, Google returns about 20,200,000 results when searching the term ‘employee engagement.’ Obviously, it’s a hot topic. And, it should be.
Employee engagement is the willingness of employees to apply their “discretionary effort” toward their work. Elevated levels of employee engagement are positively correlated with better business results. Therefore, the higher level of engagement, the better the chances of meeting or exceeding company goals and operating results.
The topic of engagement has gathered so much momentum in the past few years that most HR leaders have moved away from the employee satisfaction surveys of the past, in favor of newer, more relevant employee engagement surveys. This makes perfect sense. Research continues to show not just the value of engaged employees, but also the danger of disengaged employees. The Gallup Organization’s research suggests that actively disengaged workers spread discord among colleagues and customers and thwart organizational performance.
When I started writing my book on leadership, The Virgin Way, I openly admitted that I’ve never read a leadership advice book. However, I have picked up some useful leadership tips from some brilliant minds along the way. Here are 10 of my favourite quotes on how to be a great leader.
Want ideas for improving employee engagement? Look no further than your employees. Conducting employee focus groups is a great way to harness the collective intelligence of your employees and truly make an impact after your employee survey.
Here’s a fundamental question: How do you get people to work? Answering fundamentally, you form a contract with them consisting of a set amount of compensation and benefits in return for an equally set amount of work.
Less fundamental and more important (or at least more interesting) is this question – How do you get people to work harder on what matters most to you?
Si vous croisez un chirurgien ou un réanimateur après une nuit de garde, vous serez impressionné par la petite flamme de fierté qu’il a dans les yeux. Il trouve à juste titre qu’il n’est pas assez bien payé et mal considéré pour ce qu’il fait, mais il sait pourquoi il a veillé toute la nuit. Il a répondu à des urgences, des douleurs ou des malaises physiques ou moraux. Cette certitude d’accomplir une œuvre utile le protégera longtemps des frustrations et contraintes de son métier.
Low employee engagement costs $350 billion/yr in the US alone -- but despite a decade of efforts, engagement levels remain about the same. Why? Most engagement strategies are "emotionally un-intelligent" and so they actually undermine motivation...