Positive futures
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Positive futures
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Curated by David Hain
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Rescooped by David Hain from Collaborationweb

The Evolution Of The Employee

The Evolution Of The Employee | Positive futures | Scoop.it

This concept and the visual was taken from my new book which came out today called, The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization.


One of the things I have been writing about and have tried to make clear over the past few months is that work as we know it is dead and that the only way forward is to challenge convention around how we work, how we lead, and how we build our companies. Employees which were once thought of expendable cogs are the most valuable asset that any organization has. However, the employee from a decade ago isn’t the same as the employee who we are starting to see today. To help show that I wanted to share an image from my upcoming book which depicts how employees are evolving. It’s an easy way to see the past vs the future.


Via The Learning Factor, Jose Luis Anzizar, Lori Williams, Amy Ragsdale, Roy Sheneman, PhD, Create Wise Leader, Roger Francis, David Hain
Miklos Szilagyi's curator insight, September 18, 2014 3:35 AM

Wow, like it...:-)))

Hélène Introvigne's curator insight, September 18, 2014 2:39 PM

the future of work !

clare o'shea's curator insight, February 5, 2015 1:55 PM

The key question for me is how well has the leadership, company policies and management styles changed to help engage with this new breed of employee?

Rescooped by David Hain from Global Leaders

High-Energy Workplaces Can Save America

High-Energy Workplaces Can Save America | Positive futures | Scoop.it

Maybe not perfect but I found the 12 questions used by Gallup quite objective in their attempt to link engagement with productivity: 


They claim that innovation, entrepreneurship, authentic sales growth, new customers, job growth — all the things that every company needs most — are sparked and inspired by the relationships between managers and employees that these 12 items measure.


I think what is important is to measure the answers before doing anything, identify with the employees maybe 2 or 3 points that impact the most their performance and measure again after changes have been implemented.


What do you think ?

Via Anne Egros
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