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7 steps to planning better presentations

7 steps to planning better presentations | Employer Branding News | Scoop.it

Ready to load up PowerPoint? Not so fast—that doesn’t happen until Step 5. Before that, you’ve got some work to do.

 

Preparing a presentation for a conference is no mean feat. With that level of time investment, especially if you’re creating multiple presentations each year, you need to make sure you invest your time well.

 

1. Decide on your topic.

2. Create your framework

3. Flesh it out

4. Write it out

5. Start the deck

6. Visuals!

7. Refine and rehearse

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Employee Satisfaction Grows With Ongoing Feedback. Derek Irvine, Talent Management

Employee Satisfaction Grows With Ongoing Feedback. Derek Irvine, Talent Management | Employer Branding News | Scoop.it

Employees who receive recognition throughout the year are more satisfied in their roles compared to those who only receive it once a year:
• 75 percent are satisfied with the level of recognition they receive for doing a good job at work, compared to 42 percent who only receive annual feedback.
• 91 percent think their manager or supervisor acknowledges and appreciates them at work, versus 60 percent who only get annual reviews.
• 54 percent think people are rewarded according to their job performance, versus 42 percent of employees who get yearly feedback.

 

Organizations evaluating how to build a strategic recognition program should consider six hallmarks:

- Single, clear global strategy

- Executive sponsorship with defined goals

- Value alignment

- Participation

- Power of individual choice

- Crowd wisdom

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Build Trust Through Communication: Four Tips Leaders Do Well, Lindsey Ferrari OC Tanner

Build Trust Through Communication: Four Tips Leaders Do Well, Lindsey Ferrari OC Tanner | Employer Branding News | Scoop.it

It’s easy to communicate authentically to staff, customers, and colleagues in good times. But it’s even more important when a formidable situation arises. During tough times, people are nervous about the economy, their jobs, and their futures. Here are four tips to make navigating a sticky situation a little easier:

 

- Be visible and solicit feedback.

- Communicate early. And often.

- Communicate in person.

- The next best thing to being there. Post a short video, have a live chat...

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How to Create Positive Morale in the Workplace

How to Create Positive Morale in the Workplace | Employer Branding News | Scoop.it

Creating positive morale in the workplace is often overlooked in a business environment, even though it's crucial to sustaining customer relationships and loyalty, reducing staff turnover and completing projects. Developing a process by creating lead indicators can help build company morale.

 

1. Communicate company goals, win their buy-in

2. Consider having daily huddle-ups or discussions with departments. 

3. Create scorecards for the lead indicators.

4. Celebrate/recognize successes. 

5. Do not leave anyone out of the loop.

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You Can Make Their Day: Ten Tips for the Leader About Employee Motivation, Susan M Heathfield

You can make their day or break their day. Your choice. No kidding. Other than the decisions individuals make on their own about liking their work, you are the most powerful factor in employee motivation.

 

- Use Simple, Powerful Words for Employee Motivation

- For Employee Motivation, Make Sure People Know What You Expect

- Provide Regular Feedback for Employee Motivation

- People Need Positive and Not So Positive Consequences

- It Ain't Magic. It's Discipline.

- Continue Learning and Trying Out New Ideas for Employee Motivation

- Make Time for People for Employee Motivation

- Focus on the Development of People for Employee Motivation

- Share the Goals and the Context: Communicate for Employee Motivation

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How to Improve Employee Morale

How to Improve Employee Morale | Employer Branding News | Scoop.it

Studies have shown that employee morale is directly tied to productivity – the more stressed and dissatisfied employees are the more productivity will plunge. 

 

1 Recognize the value of your employees
2 Let people know they are appreciated
3 Provide employee perks
4 Offer bonuses
5 Understand the work environment
6 Use 360 degree feedback surveys 
7 Encourage communication between employees and management
8 Revise the company mission statement
9 Make sure the values and ethics
10 Find ways to make life more pleasant
11 Be loyal to your employees
12 Give employees a chance to help others
13 Have fun!

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How to Develop Good Morale in the Workplace, Monica Patrick

How to Develop Good Morale in the Workplace, Monica Patrick | Employer Branding News | Scoop.it

Morale is the invisible force that adjusts the comfort level of the workplace. When moral is high, small businesses see innovation and productivity peak. Low-morale brings down the production curb and makes work seem less energetic and enjoyable.

 

- Solicit feedback from employees 
- Hold career-track meetings with each employee
- Offer incentives
- Support family time 
- Show your employees that you care
- Talk to employees regularly
- Meet with employees and address the issue of low-morale head on

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How good managers keep their workers smiling, Arte Nathan

How good managers keep their workers smiling, Arte Nathan | Employer Branding News | Scoop.it

I once had a colleague ask how we trained our employees to smile. I told him we didn’t. We hired the people who smiled during the interview, and then told them to just keep smiling when they worked.


Now here’s the story about what good managers can do to keep employees smiling.

 

Welcome employees — everyday!
Give them a warm initial welcome.
Follow the golden rule
Explain “why”
Catch people doing things right
Ask questions and really listen to the answers
Be fair

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Why Large Companies Fail To Keep Their Best Talent, Eric Jackson

Why Large Companies Fail To Keep Their Best Talent, Eric Jackson | Employer Branding News | Scoop.it

Big companies are notoriously bad at keeping their best people. Here's why Dilbert lives in most big companies.

 

1. Big Company Bureaucracy. 

2. Failing to Find a Project for the Talent that Ignites Their Passion. 

3. Poor Annual Performance Reviews. 

4. No Discussion around Career Development. 

5. Shifting Whims/Strategic Priorities.

6. Lack of Accountability and/or telling them how to do their Jobs. 

7. Top Talent likes other Top Talent. 

8. The Missing Vision Thing. 

9. Lack of Open-Mindedness. 

10. Who’s the Boss?

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Every Leader’s Achilles Heel, Business 2 Community

Every Leader’s Achilles Heel, Business 2 Community | Employer Branding News | Scoop.it

For otherwise outstanding leaders, it is a lack of clarity.

 

You may be a brilliant motivator and leader of great character who empowers their team for success and inspires them to move to action. You may be trustworthy and a leader who lives each value of the organization in an exemplary fashion. You may approach your leadership role with a servant mentality and recognize every success and strength of your followers and organizations. And you may be the most honorable and courageous leader on the field.

 

But if you are not clear on your:

- Purpose

- Vision

- Strategies

you will either lead your followers in circles, down the wrong path, or leave them confused and bumping into each other.

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"Marketing is dead" says Saatchi & Saatchi CEO, Richard Draycott

"Marketing is dead" says Saatchi & Saatchi CEO, Richard Draycott | Employer Branding News | Scoop.it

“Management is dead. To win today you need a culture and an environment where the unreasonable power of creativity thrives. Ideas are today’s currency not strategy. Martin Luther King did not say ‘I have a vision statement’ did he? He had a dream. You have to make sure you have dreams and your brand also needs a dream.”

 

“Business leaders need to become creative leaders. We need to change the language of business. Who wants to be a Chief Executive Officer? It sounds like you work for the government and who would want that? Being a Chief Excitement Officer would be better, don’t you think? The role of a good CEO is to get people to buy into their dreams and their company’s dreams.”

 

“The big idea is dead. There are no more big ideas. Creative leaders should go for getting lots and lots of small ideas out there. Stop beating yourself up searching for the one big idea. Get lots of ideas out there and then let the people you interact with feed those ideas and they will make it big.”

 

“Leaders need to become emotional thinkers. The difference between rational thinking and emotional thinking is that rational thinking leads to conclusions and meetings and more meetings. Emotional thinking leads to action.”

 

“There are three secrets to emotional thinking – mystery, sensitivity and intimacy. It is a lot about story telling. Brands need to tell stories on their websites, on their packaging and so on. Make sure your brand and company has a smell, it has a sound, it has a feel and an intimacy with people. Think about how you can build empathy. It is the small things that count and how consumers feel about our brands that count today.”

 

“Marketing is dead. The role of marketing has changed now. There is nothing new anymore. If marketers are just hearing about something going on then it is already old in today’s world. The further up in a company you go the stupider you become and the further away from new things. Speed and velocity is everything today. Marketing’s jobs is to create movement and inspire people to join you.

 

“Everyone wants a conversation. They want inspiration. Inspire people with your website. Don’t just interrupt, but interact. Asking about Return on Investment is the wrong question today. You should be asking about Return on Involvement.”

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Building a rewards & recognition program: One size does not fit all, Chris Vyse OC Tanner

Building a rewards & recognition program: One size does not fit all, Chris Vyse OC Tanner | Employer Branding News | Scoop.it

A good way to start is by working through a solution design process. Do a thorough assessment of your current recognition state by reviewing relevant employee survey data, conducting focus groups and executive interviews. Next, conduct a facilitated design session where you bring all your key stakeholders together.

 

- Alignment and impact: aligns with your goals, objectives, mission, vision, and values.

- Leadership development and training

- Communications – Keep recognition top of mind

- Measurement and assessment – Focus on metrics to drive ROI and validate to your key stakeholders that strategic employee recognition is good business

- Awards – What award currency works best for you? Frequency and reach.

- Ongoing impact management – Review and fine-tune to meet your changing needs.

- Technology – Recognition program–dashboards to track activity and results in real-time

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Seven Ways to Improve Company Morale, Condley & Co

Seven Ways to Improve Company Morale, Condley & Co | Employer Branding News | Scoop.it

Higher compensation and other tangible perks may entice workers to expend greater effort. But those measures can only go so far before the same or similar problems are likely to resurface. 

 

1. Find out what motivates your employees. 

2. Establish a connection between the company’s mission and individual goals. 

3. Give your employees the resources they need. 

4. Create a team spirit within the organization. 

5. Communicate, communicate, communicate. 

6. Hold employees accountable. 

7. Take your leadership role seriously. 

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How to Improve Company Morale Without Spending Money

How to Improve Company Morale Without Spending Money | Employer Branding News | Scoop.it

Company morale is a key indication of employee satisfaction. Employers dream of having smiling employees who arrive to work early and motivated to produce results for their employer.

 

1 Determine what motivates employees through a survey.

2 Communicate how the company's vision and mission connect to individual employee goals.

3 Instill a sense of confidence in the company's ability to provide resources for employees to succeed.

4 Use a company mascots, casual dress day or themed apparel to promote a sense of team spirit. 

5 Lead by example. Model the behavior you seek in your employees.  

6 Promote open communication. 

7 Hold employees accountable.

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9 Things That Motivate Employees More Than Money, Ilya Pozin

9 Things That Motivate Employees More Than Money, Ilya Pozin | Employer Branding News | Scoop.it

The ability to motivate employees is one of the greatest skills an entrepreneur can possess. 

 

- Be generous with praise.
- Get rid of the managers.
- Make your ideas theirs.
- Never criticize or correct.
- Make everyone a leader.
- Take an employee to lunch once a week.
- Give recognition and small rewards.
- Throw company parties.
- Share the rewards—and the pain.

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5 basic ingredients of a social company, Marie-Josée Gagnon

Like any talented chef will tell you, great meals are based on quality ingredients. To become a social business, there are several recipes that principally, but not exclusively, use social media. Here are the five basic ingredients.

 

Culture. 

Recruitment. 

Organization.

Listening or observation. 

Courage. 

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Acquisition and Retention in the War for Talent, Todd Wheatland

This first installment of the Kelly Global Workforce Index 2012 findings highlights: 

 

Employees across the globe have experienced unprecedented economic turmoil, and they are restless. Many are unhappy in their jobs and are actively looking for new opportunities. Even those who are content in their jobs are seeking greater engagement and “meaning” from their work.

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5 internal communications myths, Ken Milloy

5 internal communications myths, Ken Milloy | Employer Branding News | Scoop.it

Over the past few weeks I've had conversations with a number of senior business leaders. Throughout the interviews, I found myself making notes about communication myths I thought had been put to rest a long time ago. Apparently, they live on.
We have to make these myths disappear:

 

1. "Employees are not interested in information beyond their daily tasks."

2. "Employees are overloaded and don't want more information."

3. "Employees are not partners in the business; they only work for a salary."

4. "Sensitive information is reserved for senior leaders."

5. "Information is a powerful tool for individuals; the power is diluted when shared with groups."

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