When you’re selling hammers, every prospect looks like a nail. You’ve heard the expression before. The loyalty version of this is that many suppliers think every solution has to be currency based because that’s what they are selling.
If you are looking for additional reasons to include and manage social networks in your organization think about this…
The Nielsen rankings help networks and advertisers determine the value of a show – how much to invest in it – how much to charge advertisers – how much to pay the actors – basically everything. The Nielsen ranking is the “standard” for determining popularity which equals income.
I’m not big on predictions. I’m big on surveying the environment, looking at the data, and then figuring out what needs to be done and doing it.
But it’s that time of year. Predictions are everywhere. Want to know what venture capitalists think is looming large in 2012? Read this. How about the top 10 issues for small businesses? Read this. Or how about 5 big tech predictions for 2012? Read this.
What if you work for a company where the CEO, or other influential figure, doesn’t believe employee engagement is important, or thinks it has no tangible impact on the company’s performance? Sharly Lauby at HR Bartender makes an excellent point in this blog post that ‘CEOs won’t ignore something that has been shown to be valuable’.
Organizations talk a lot about leadership development, building leadership pipelines, and the importance of leadership in the modern age. And while formal leadership capability is certainly important, I wonder if informal, in the trenches, and demonstrated by example leadership from those key players on the team that don't really have formal leadership titles or responsibility is equally important.
NOTE FROM ME: this post is about leadership and basketball - but it is also about where people get their motivation - not always from a program.
According to this article on the PRNNewswire, global employee satisfaction lagged in 2011. Aon Hewitt, the consultancy that specializes in HR services has released data from their 2011 Trends in Global Employee Engagement report showing that engagement has been lagging for some time now.
One of the least obvious and possibly the most important reason changing behavior is tough is because we don’t really understand just how much our environment – and the routines we impose on them – influence our choices. We think behaviors are in our heads. We think our behaviors are decisions we make and therefore we can control them. We believe behavior is all about will power and choosing to do something different. Not always.
WABAN, Mass. , Jan. 5, 2012 /PRNewswire/ -- A new research report published by Temkin Group, Employee Engagement Benchmark Study, finds a strong link between the level of employee engagement and the effort ...
CEOs Place C-Level Emphasis on Healthy Lifestyles, Battle to Burn Most Calories During 2-week Challenge
Leading by example is one of the most effective ways senior leaders can show their workforce that they’re committed to helping them lead healthy lifestyles. To demonstrate this, Virgin HealthMiles kicked off the “Beat the Chief” challenge yesterday with one of our leading clients, Columbus, Indiana-based Cummins.
Over the past few weeks, I’ve seen several articles outlining ways to boost worker motivation. Many of the ideas are worthwhile—such as asking employees for their input, and truly considering it. But experts have been sharing this counsel for years, and surveys show that employee engagement continues to decline.
I’d like to take a slightly different approach in this post and focus on nine specific things that damage engagement. Most of these fall in the category of “it seemed like a good idea at the time.”