When I was a kid I used to skip school, hide behind my house until my parents left, and then go off to play chess with John Nash. Not THE John Nash, the Nobel Prize winner who also had schizophrenia. But his son, who was a very strong player. We would go over to his house (where his father and mother also lived) and play all day and then I would go home before my parents got home from work. The son also had schizophrenia and I sort of could tell but we focused our days on playing chess all day. At the time, I didn't know who his father was. This was a family of brilliant people. His son was a
Culture is so important, It’s self-selecting. In enterprises with strong cultures, everybody knows where they want to go and do what they need to get there.In weak cultures, people just do what they’re told. They perform tasks, follow the rules and try not to color outside the lines.
Every business needs an employee handbook, right? This contains all those fun legal things like the fact that you're an at-will employee, that you need to comply with a code of conduct, and what the dress code is (among other things). So, it's a really, really important document. Except that maybe that's not true.
“If you build it, he will come”. For Keven Costner and James Earl Jones, that was the vision, the mission and eventually the reality in The Field of Dreams. Unfortunately the same doesn’t apply for Talent Attraction.In 1998 I worked as a Marketing Director for a career fair company; we specialized in recruiting sales & marketing talent. We held over 130 events in 30+ markets across North America. My job was to get people to physically show up to the event. Companies were in need of sales talent. They posted ads in the paper and recruiters were using their netw
VideoSo what’s the right employee engagement strategy to dramatically increase engagement in your organization? Well let’s first talk about the wrong strategy... Usually, someone from HR has to convince the CEO to spend money on an employee survey. And when the results come back, the data is hoarded by the senior leadership [...]
Ahmed El Sheikh's insight:
'Because the front line workers are the ones who completed the survey, they are the only ones who can tell you what needs to change.'
"Sustained engagement comes from building a culture of ‘Investors’ (employees who have a strong emotional bond with the organisation and identify closely with its purpose) as opposed to ‘Savers’ (employees who do the job but don’t connect emotionally with it)".
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