Whether you affect people positively or negatively does not just influence what people think of you and their willingness to help you.
It also profoundly influences how valuable you are to your employer. It has a huge effect on whether you are seen as a “player” or relegated to the sidelines.
This assertion is based in part on the research conducted by the University of Virginia’s Dr. Rob Cross and his associates. Read more…
Second of two parts
As I noted yesterday (in 5 Ways to Identify an Employee Who Is Ready to Quit), employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year.
I’m predicting that they will go up at least 50 percent this year, so individual managers should be aware of the precursors or warning signs that can indicate that an employee is considering looking for a job so they can act before it’s too late.
If you approach the problem systematically, you can successfully identify which individual employees are likely to quit with an accuracy rate of over 80 percent.
Yesterday, I listed the Top 5 ways to tell if an employee may be getting ready to leave. Here are five more: Read more…
A friend of mine posted this blurb on Facebook from an audio book he was listening to (note: I don’t know the name of said audio book):
Numerous studies have shown us that those given authority are more likely to lie, cheat and steal, while also being harsher in their judgments of others for doing these same things. Science tells us people with power feel less compassion for the suffering of others.
Previous experiments also show us that those who are obedient to authority are capable of the worst forms of murder, and tolerant of the worst forms of abuse. They will even chastise those of us who resist corrupt authority. They become facilitators of evil, believing that obedience to authority absolves them of personal responsibility. “ Read more…
When top talent leaves for a hotter company, managers and leaders often assume that’s the last they’ll see them.
But, just like LeBron James returning to the Cleveland Cavaliers, years can pass and, all of a sudden, they are back.
Yes, rehiring an employee who once left, or a boomerang employee, can have a negative impact if not handled correctly.
Consider these four (4) tips for handling a boomerang employee: Read more…
First of two parts
There are few things that are more shocking to a manager then to have one of their top-performing employees suddenly quit on them.
Some managers have described it as the equivalent to a “kick in the gut.” It is a shock not only because losing a key employee will damage your business results, but also because managers hate surprises, and as a result, they frequently wonder how they missed the signals that this person was going to leave.
Employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year. Read more…
The economy may be improving, but job numbers show it’s a long way from fully bouncing back from pre-recession levels.
According to a survey from Kelly Services, 66 percent of the world’s workforce is looking for a new job and researchers say the employees most likely to leave are a company’s top talent!
Baby Boomers (aged 49-66) are the most likely to switch employers, with a staggering 74 percent planning to look for another position, compared with an extremely troubling 69 percent of Gen X (31-48) and 66 percent of Gen Y (19-30). Read more…
At the time you announce a new strategy, reorganization, acquisition, or any significant change in your organization, the conversations are likely already underway everywhere.
It is human nature, and brain science has verified, that we want to eliminate uncertainty in our lives; therefore, we talk to each other about what is happening around us.
If we are not talking, then you can be certain that we are thinking about what is going on around us and not focused on the task at hand resulting in less than normal productivity.
Stated another way, the amount of alignment and clarity in your organization is decreasing. Read more…
At the heart of successful organizations are people who work well together.
But, what are the circumstances that lead people to want to team up again and again?
Research by Stanford University sociologist Daniel McFarland suggests the reasons people continue to collaborate with others in their professional networks are quite different from the motives that led them to begin those relationships in the first place. Read more…
I’m based outside of Boston, and the big news in these parts last week was the work stoppage by employees at Market Basket, a New England-wide, family owned, grocery store chain with more than 70 stores, 25,000 employees, and annual revenues around $4 billion.
So, what’s so unusual about a work stoppage among dissatisfied employees? In this case, several things:
- The protesting employees are fighting for their beloved CEO, Arthur T. Demoulas (called ATD by employees), who was fired last month in, basically, a family brawl. Read more…
These days, is the workplace even a place at all? Today’s “workplace” can no longer be defined in terms of a single, static location (like the corporate office).
Instead, the “workplace” is now a dynamic, fluid combination of physical and virtual spaces. While technology is a key enabler, new workplaces require employees to adopt a fresh mindset and skillset for success. Read more…