Mercer periodically puts out terrific infographics summarizing research around a particular topic. The most recent is “People Issues Affect M&A Transactions More Than Ever” (see it below or click through here).
Notice in particular the last two charts showing how neglected company culture is during M&A, with these two major takeaways.
1. Culture most neglected across the board
The red chart shows nearly all regions of the world agree culture is largely ignored during the M&A process. This is detrimental not only post-M&A, but during as well. Read more…
A recent Monster.com survey finds that 70 percent of employees say they are more likely to look for another job after they return to work from a vacation.
So, how can we head this propensity off at the pass? (Eliminating vacations sure isn’t going to fly.)
How about asking managers to do a retention/stay interview the week a STAR employee returns from vacation? Read more…
Managers are indispensable players in any reward and recognition strategy.
In fact, a 2012 study by Dale Carnegie Training showed that an employee’s relationship with their direct supervisor is one of the top, if not the No. 1 driver of employee engagement.
However, while several organizations have a reward and recognition program in place to recognize the achievements of employees, too few have specific initiatives in place to reward managers for their efforts. Read more…
It’s no surprise to regular readers that my favorite topic of conversation on this blog is how we can all do a better job of sharing our appreciation for each other’s efforts at work and, more importantly, why it’s important we do so.
Of course there are right ways and wrong ways of doing this in terms of the practical act of telling someone “thank you.” But we must also never forget there’s more to recognizing others.
A “Corner Office” column in The New York Times served as a reminder in which Avinoam Nowogrodski, chief executive of Clarizen, discussed his management style. Throughout his interview, these three foundational methods of employee recognition are quite clear: Read more…
In honor of Employee Appreciation Day on March 7, my CEO Eric Mosley shared 10 Tips for Recognizing Employees on Boston.com, the online version of The Boston Globe.
Many of the tips are familiar, I’m sure, to readers of this blog, with ideas for making recognition, frequent, specific, timely and crowdsourced. Please do read the tips, as Eric’s added insight I found particularly helpful.
Perhaps as interesting, however, are the comments to the slide show. Readers were invited to “Share: How is your office celebrating Employee Appreciation Day?” Read more…
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…