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Eleven Ways to Create Real Employee Engagement from the Ground Up - Hotel News Resource

Eleven Ways to Create Real Employee Engagement from the Ground Up
Hotel News Resource
These days we hear plenty about employee engagement. We know disengaged employees are bad for business.
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Harmonious and Balanced Workplace
This is a collection of articles, blogs, comments and research that features integral approach to business and how to cultivate and coordinate a workplace that harnesses today's society to meet tomorrow's needs.
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Creating the “WE” Organization

Creating the “WE” Organization | Harmonious and Balanced Workplace | Scoop.it
Years ago, NASA ran a series of experiments on the best way to make decisions. They used a series of survival scenarios, and asked individuals in a large group to solve the challenge and rate themselves. Then they asked small groups to solve the problems and rate their performance. About 98% of the time, the […]
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Culture is Heart of San Antonio Spurs Organization - James Key Lim

Culture is Heart of San Antonio Spurs Organization - James Key Lim | Harmonious and Balanced Workplace | Scoop.it
Culture is Heart of San Antonio Spurs Organization
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What Are the Customer Behavior Consequences of Low (and High) Employee Trust in Their Employer?

What Are the Customer Behavior Consequences of Low (and High) Employee Trust in Their Employer? | Harmonious and Balanced Workplace | Scoop.it
» What Are the Customer Behavior Consequences of Low (and High) Employee Trust in Their Employer? June edition available now! Customer Experience Magazine is packed full of all the latest news and articles from the world of Customer Experience.
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The Secret to Great (and Highly Effective) Employee Communications

The Secret to Great (and Highly Effective) Employee Communications | Harmonious and Balanced Workplace | Scoop.it
Want to create an excellent workplace? Take a look at your employee communications.
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The Best Teams Hold Themselves Accountable

The Best Teams Hold Themselves Accountable | Harmonious and Balanced Workplace | Scoop.it
It’s the boss’s job to make sure they can.
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Why You Hate Work

Why You Hate Work | Harmonious and Balanced Workplace | Scoop.it
Excessive demands are leading to burnout everywhere.
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Jenn-Lim-Interview-Transcript.pdf

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A Happy Office Is A Serious Business: The Science Of Workplace Morale

A Happy Office Is A Serious Business: The Science Of Workplace Morale | Harmonious and Balanced Workplace | Scoop.it
Most managers eagerly pay lip service to concepts like trust, teamwork and innovation. But many haven’t gotten around to accepting what the latest science has to say about which kind of work environment produces these things.
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Putting People Before the Bottom Line (and Still Making Money)

Bob Chapman, CEO of the $1.7 billion manufacturing company Barry-Wehmiller, is on a mission to change the way businesses treat their employees.
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Gensler Releases 2013 U.S. Workplace Survey, Finds Only 1 in 4 U.S. Workers Currently Work in Optimal Workplace Environments | Gensler

Gensler Releases 2013 U.S. Workplace Survey, Finds Only 1 in 4 U.S. Workers Currently Work in Optimal Workplace Environments | Gensler | Harmonious and Balanced Workplace | Scoop.it
WASHINGTON – Gensler, the leading global design and architecture firm, has released its 2013 U.S. Workplace Survey. The 2013 findings reveal that...
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The Top 8 Reasons Your Best People Are About To Quit -- And How You Can Keep Them

The Top 8 Reasons Your Best People Are About To Quit -- And How You Can Keep Them | Harmonious and Balanced Workplace | Scoop.it
Quitting is more popular today than at any time in the last 4 years. If you think you're people can't find another good job like yours, you're kidding yourself. Here's why people quit and how to stop your best ones from doing it.
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Rethinking HR's role in employee engagement - HR Executive - Bain & Company - Publications

Rethinking HR's role in employee engagement - HR Executive - Bain & Company - Publications | Harmonious and Balanced Workplace | Scoop.it
HR plays a key role in raising levels of engagement among employees—but it's not the role that most companies assign.

Via Kudos
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Kudos's curator insight, May 8, 11:47 AM

HR can manage recognition and reward programs and engage their own department but if you want to be successful with a company wide culture initiative for building employee engagement, you need C level buy in to get the  trickle down effect with all managers.

 

The CEO should be the Chief Engagement Office and executives and managers should be their disciples spreading the vision and reinforcing the mission. And CEO's you need to constantly reinforce your message to excite your ambassadors. 

 

So, if you want to change things -  you first need to address two truths - People quite their managers, not the company (most the time) and the #1 thing most people want is to be appreciated. So, if you want to stop people from quitting their managers (most quite and stay by the way = disengaged = poor performance), a good place to start is to have managers show a little appreciation to their team.

 

The only problem is some managers are horrible managers, to focused on the wrong things (aka short term goals) or worse, just horrible people undermining your efforts. 

 

You may have heard about the  "Peter Principle" which stats that every employee will rise or get promoted to his or her level of incompetence.  A lot of managers fit this principle. 

 

The peter principle is not the main issue for disengaged employees. You may have good people in the managers roles but I think it is lack of time.  Most managers are not just managers, they also have other full time responsibilities and sometimes managing people goes to the lowest of their priorities when they are just trying to get stuff done . But that still leaves most companies with an engagement problem. 

 

So what is the answer - make recognition easy, and let everyone be part of the solution. The crowd is wise and it takes a village  to raise a culture.  Ok, I made that last part up but it is kind of true.

 

That is a great place to start.  Put in a simple program and system that allows people to quickly and easily recognize one another for the great things they do. That says to everyone the company cares about their team  and culture. With system everyone and hopefully managers will then find the time to recognize their people and reinforce values and behaviours that make your company great.

 

Recognition and appreciation is like a smile - it is contagious. 

 

Thank Different. :)

 

 

 

 

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The Science Behind What Makes Us Happy

The Science Behind What Makes Us Happy | Harmonious and Balanced Workplace | Scoop.it
What can we do to improve happiness at work? We're really digging deep into this subject to find out how we can improve the lives of stressed employees.
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12 Ways To Be Happier At Work In Less Than 10 Minutes

12 Ways To Be Happier At Work In Less Than 10 Minutes | Harmonious and Balanced Workplace | Scoop.it
There are lots of small ways to get happier at work. We talked to meditation teacher Sharon Salzberg about how.
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Wharton’s Adam Grant on the key to professional success | McKinsey & Company

Wharton’s Adam Grant on the key to professional success | McKinsey & Company | Harmonious and Balanced Workplace | Scoop.it
The author of Give and Take explains why generosity in the workplace continues to be more effective than selfishness and why it is critical for personal fulfillment. A McKinsey & Company article.
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What Makes Employees Happy and Productive? It’s Really Pretty Basic

What Makes Employees Happy and Productive? It’s Really Pretty Basic | Harmonious and Balanced Workplace | Scoop.it
It seems as though we are consistently seeing data that show decreasing levels of employee engagement and feelings of fulfillment at work.
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5 Tips For Preventing Your Employees from Burning Out

5 Tips For Preventing Your Employees from Burning Out | Harmonious and Balanced Workplace | Scoop.it
Multiple studies have found that a high percentage of workers feel overburdened and unfulfilled. You need to make sure your company doesn't have that effect.
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10 Leadership Lessons From the U.S. Navy Seal Who Led the bin Laden Mission | ChiefExecutive.net | Chief Executive Magazine

10 Leadership Lessons From the U.S. Navy Seal Who Led the bin Laden Mission | ChiefExecutive.net | Chief Executive Magazine | Harmonious and Balanced Workplace | Scoop.it
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Both Employers And Employees Can Benefit From Greater Workplace Flexibility, Study Finds

Both Employers And Employees Can Benefit From Greater Workplace Flexibility, Study Finds | Harmonious and Balanced Workplace | Scoop.it
More than two-thirds of U.S. workers feel a constant strain between meeting the demands of their work schedules and tending to their personal lives. However, a new study shows that a little extra flexibility on the part of employers can go a long way...
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Culture Eats Strategy For Breakfast

Culture Eats Strategy For Breakfast | Harmonious and Balanced Workplace | Scoop.it

Culture eats strategy for breakfast, technology for lunch, and products for dinner, and soon thereafter everything else too.Why? Because company culture, a concept pioneered by Edgar Schein, is the operationalizing of an organization’s values. Culture guides employee decisions about both technical business decisions and how they interact with others. Good culture creates an internal coherence in actions taken by a very diverse group of employees.



Via Kenneth Mikkelsen
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Anne Landreat's curator insight, May 21, 8:40 AM

La culture d'entreprise est ce qui rend les actions de tous cohérentes sans surcharger tout le monde avec des procédures paralysantes.

C'est donc un outil sur-puissant, qu'il travaille à la perte de l'entreprise ou à son agileté, sa capacité d'innovation et d'adaptation, bref, sa performance.

Et c'est aussi un des éléments les plus complexes à transformer. Complexe, mais pas impossible.

Anne-Laure Delpech's curator insight, May 23, 2:19 AM

J'aime beaucoup ces propos :

"“You can’t complain here,” Tamara explained. “If you see something wrong, you must fix it. We say it is a great opportunity to come up with a solution, and this is where many of our best programs have come from. Anything can be changed. We aren’t victim to anyone. We own the culture.”"

Sandeep Gautam's curator insight, June 11, 1:23 AM

Culture matters and it matters immensely!

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Would You Do Your Job Better If Your Boss Didn’t Care How You Did It?

Would You Do Your Job Better If Your Boss Didn’t Care How You Did It? | Harmonious and Balanced Workplace | Scoop.it
In 2003, Cali Ressler and Jody Thompson were developing new human resources guidelines at Best Buy, the electronics retailer, when they suggested a profound shift in the way the company managed its employees. They wondered what might happen if they granted workers 100 percent autonomy and expected of them 100...
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How Collaboration Is a Solution

How Collaboration Is a Solution | Harmonious and Balanced Workplace | Scoop.it
It's time to create amazing companies as the standard, not the exception! True employee engagement revolves around the people, their passions and their purpose....
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Embracing A Positive Business Model Is Good For More Than Just Your Community

Embracing A Positive Business Model Is Good For More Than Just Your Community | Harmonious and Balanced Workplace | Scoop.it
Do you feel like your daily work is aligned with your passions? Here's how big businesses are making positive changes in their communities, while also...
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Collective Study Shows That What Means The Most For Our Happiness Are People, Not Things

Collective Study Shows That What Means The Most For Our Happiness Are People, Not Things | Harmonious and Balanced Workplace | Scoop.it
Collective Study Shows That What Means The Most For Our Happiness Are People, Not Things
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The hidden value of organizational health—and how to capture it | McKinsey & Company

The hidden value of organizational health—and how to capture it | McKinsey & Company | Harmonious and Balanced Workplace | Scoop.it
New research suggests that the performance payoff from organizational health is unexpectedly large and that companies have four distinct “recipes” for achieving it. A McKinsey Quarterly article.
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