According to a recent study by CareerBuilder, 1 out of every 5 workers is planning to leave their job in 2014.
That’s a lot of disengaged employees.
After digging into the data, you find it’s not because these workers want a higher salary. Even though salary is important and makes up a large percentage (66 percent) of why people said they are dissatisfied with their current job, respondents were just as likely to attribute dissatisfaction to not feeling valued (65 percent). Read more…
The most famous pizza delivery guy in America this week, Edgar Martirosyan, caught a fortunate break when Ellen DeGeneres called in an order Sunday night for some hungry celebrities over at the Academy Awards in Hollywood.
Since then, Edgar has made appearances on CNN, Inside Edition and numerous other media outlets. Perhaps the most valuable praise and support he’s received though, came from his colleagues at Big Mama’s and Papa’s, who were thrilled to congratulate him back at the shop.
Having co-workers who support and celebrate achievements like Edgar’s make all the difference between a successful team and a colossal mess. Read more…
Second of two parts
We all strive for a harmonious workplace that offers us the opportunity to bring out the best in ourselves and others and to do meaningful work we believe is important.
However, many of us find something much different — strained interactions with leaders and colleagues that sap our motivation rather than helping us to excel.
Talented leaders know the strategies that help them thrive may not help their colleagues or direct reports, and may even prove counterproductive for others. In part one of this article Motivating Employees Can Simply Be a Choice of Promotion or Prevention, we learned about two powerful — but very different — personality attributes that define employees’ preferred working style and performance. Read more…
First of two parts
In which kinds of situations are you most effective? What factors strengthen — or undermine — your motivation?
People answer these questions very differently, and that’s the challenge at the heart of good leadership — whether you’re managing your own performance or someone else’s.
One-size-fits-all principles don’t work. The strategies that help you excel may not help your colleagues or your direct reports; what works for your boss or your mentor doesn’t always work for you. Read more…
It must be nearing annual performance review season, because my reader is filling up with news articles and blog posts on the topic – all of them reiterating just how broken the traditional process is.
Why is the traditional annual performance appraisal broken?
There’s several reasons, including too much emphasis on feedback from just one person (the manager) and far too infrequent giving of needed feedback (both praise and constructive refocusing). Read more…
As children, many of us are taught that “please” and “thank you” are invaluable words. But as employers, we often forget that remembering to say “thank you” to employees can have an almost priceless impact on the workplace.
For instance, if you struggle to retain top talent, hear this: More than half (53 percent) of employees admit they’d stay longer at their jobs if their bosses showed more appreciation, according to Glassdoor’s recent Employee Appreciation Survey.
And before your employees think about leaving, consider the number of occasions that your company’s workplace reputation could be taking a hit by simply not showing enough appreciation along the way. Read more…
“If you don’t want to be the best, then there’s no reason going out and trying to accomplish anything.” – Four-time Super Bowl winning quarterback Joe Montana
On Super Bowl Sunday, while over 100 million viewers party in front of the flat screen, players and coaches from the Denver Broncos and Seattle Seahawks will have their sights set on the ultimate goal in sports — a world championship.
Considering that even a Hall of Fame professional football career only lasts about 15 years, NFL players have that added urgency to achieve legendary status. Read more…
Those in HR likely know the research that poor performers don’t actually know they are poor performers.
They think they are better than they are. (I’ve written before about the effect these employees have on your high performers.)
But what about your high performers? They know they’re the stars, right?
Not necessarily. The “worse-than-average effect” kicks in for the truly competent. Read more…