“People who love their jobs aren’t choosing jobs they love – they’re making jobs they love,” says Dr. Shane Lopez, Gallup senior scientist and author of Making Hope Happen.
Dr. Lopez interviewed thousands of workers to discover the attributes and behaviors shared by people who love their jobs and discovered that a beloved job rarely started out as a dream job.
Employees who loved their jobs found a good job, and then proactively shaped it into a job they could love. At the same time, they surrounded themselves with people in the workplace who cared about and encouraged their progress.
Dr. Lopez offers these additional insights for creating a job you’ll love: Read more…
If there’s one universal challenge business leaders have all faced in recent years, it’s their ability to adapt to change.
The advent, maturation and broad embrace of cloud computing and the proliferation of mobile devices have fundamentally altered the business landscape. Organizations today are more agile and flexible than ever before, as “adapting to change” has moved from the conceptual into the operational phase.
Much of this change is reflected in the composition of today’s decentralized workforce. The tools to support mobile communications and in-the-cloud workflow have been in place for some time. Today, company policy and attitudes have caught up, as workforce flexibility has become a major business imperative. Read more…
First of three parts
Many firms use exit interviews to find out why employees are leaving their jobs.
Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover.
A superior approach that I’ve been recommending for over 20 years is a “stay interview.” I alternatively call it a “pre-exit interview,” because it occurs before there is any hint that an employee is about to exit the firm.
A stay interview helps you understand why employees stay, so that those important factors can be reinforced. Read more…
It’s that time of year again, when HR pleads, prods, and threatens managers to get their performance appraisals done.
It’s also the time when many managers and HR leaders contemplate adding 360-degree feedback to the process.
We hear, “Wouldn’t it be great if we included feedback from peers, direct reports, and others to get a better picture of an individual’s overall performance?” Yes! We won’t debate the continual argument of whether organizations should use 360s for appraisal. Read more…
Why do so many managers continue to accept mediocre, second-rate results?
Hundreds of research studies have quantified the difference between having an “A” player versus a “C” player in a job, any job. Every one of them concludes the difference in productivity and the impact on the bottom line is anywhere from 20 percent to over 1000 percent greater return when you compare the best, most productive employees to those who are average.
While I’ve never met anyone who disagrees with this data, most managers and organizations continue to keep “C” players on the payroll. This leads me to believe these managers: Read more…
On one side of the campfire sat “Newbie” — a 20-something who was ripe with energy. On the other side of the fire sat “Senior” — a 60-something who was stacked with wisdom.
It wasn’t often a new guy was invited to our annual canoe trip in Canada. Most of the group had been making the grueling trip into the middle of the wilderness for at least a decade.
So, on the first night of our trip, Senior was sharing some of the rules of the island — like how our food bag was hung by a rope, on a tree branch, every night, so that a hungry bear wouldn’t steal it while we slept. Read more…
Thanksgiving is a time for family.
We have the eccentric uncle or an unpredictable cousin, but they are family. We enjoy the day and take a deep breath knowing we only see Uncle Buck once per year.
But, if you have the same eccentric characters playing key roles on your team, it’s not that easy. And, it’s every day.
Recognize individual habits that impact everyone. Your team is counting on you. Read more…
There’s been a lot of talk recently regarding flexible scheduling policies in organizations.
All kinds of people have been writing about whether such policies are actually beneficial or harmful for businesses, as well as questioning if flexible scheduling polices are really essential or non-essential to things like employee engagement, well-being, and productivity.
Actually, I think these discussions miss the point and I don’t think any of these questions can be answered on such a broad scale. The potential for flexible scheduling policies to help or hinder an organization is dependent on a whole series of variables, making such questions decidedly organization specific and not answerable as a larger theme that applies to all organizations.
What we can confirm about flexible scheduling policies however, is that they are a highly regarded benefit and broadly implemented by some organizations. Read more…
As my American team members prepare for the Thanksgiving holiday, I’m in a mood to share top ways to say thanks.
While all below are written with the workplace in mind, all of them can (and should) be applied in our personal lives as well. The power of thanks goes deep — at work and at home. Read more…
Dickens may have penned A Christmas Carol back in 1843, but the ghost of bad management is still haunting workplaces in 2013.
Nowhere is this more prevalent and on display than in industries that boom in Q4 (i.e. retailing, food service, hospitality, transportation, entertainment, etc.). The make-or-break pressures of managing a business during the holidays can bring out the worst in the best of us..
So if the challenge to increase sales and decrease overhead amidst staggering competition has left you feeling as though you’ve been inhabited by the spirit of Rob Ford, why not go all-in and ensure that your employees hate the holidays as much as you do? you know, share your misery and get some company! Read more…