“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…
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…
Editor’s Note: The holiday season is here, and TLNT will celebrate with some classic holiday posts from the past. Look for them over the next two weeks.
In case you haven’t noticed, the holiday season is upon us.
Every year, employers have lots of questions about what they should (and shouldn’t) do when it comes to holiday parties to avoid winding up in court (or jail). Let’s start with some interesting statistics:
- Party on. More than 83 percent of employers are planning holiday celebration this year — a jump from last year’s rather humbug-ish 68 percent. Partying employers are still below the pre-recession high of 90 percent in 2007. Read more…
“Success is to be measured not so much by the position that one has reached in life as by the obstacles which he has overcome.” — Booker T. Washington, educator and author.
In my upcoming book Execution IS the Strategy (Berrett-Koehler, March 2014), I emphasize the fact that, for all intents and purposes, leaders can no longer legislate strategic execution or plan too far into the future.
Rigid strategies quickly become stale in the current business arena, and binding our front-line team members to them may result in consistent failure.
A more effective solution? Empower individuals to take ownership of their jobs, so they can use whatever strategy works best in the moment to execute effectively and productively. Read more…
“A lot of our job candidates are from out of town, and we’ll pick them up from the airport in a Zappos shuttle, give them a tour, and then they’ll spend the rest of the day interviewing,” Tony Hsieh says. “At the end of the day of interviews, the recruiter will circle back to the shuttle driver and ask how he or she was treated. It doesn’t matter how well the day of interviews went; if our shuttle driver wasn’t treated well, then we won’t hire that person.”
There’s never an excuse for being impolite or rude to somebody just because they drive a shuttle.
Can I get an “Amen?”
I read this quote from an interview on Business Insider and this set the framework for my day. As I drove into work that morning, I could not help but think of a former CEO who was the model for me for what leadership was about. Read more…
OK, they’ve probably never met, but it strikes me as interesting how two “turnaround” leaders of embroiled organizations, took wildly different approaches, yielding very different results.
No one will deny that JCPenney and the Catholic Church have had a run of bad years.
JCPenney stock was down and market share was shrinking, losing ground to Kohl’s and T.J. Maxx. The Catholic Church had been trying to shrug off the weight of scandal for decades and unify an increasingly diverse flock.
Each organization brought in new leadership to effect radical change. Read more…
I get a ton of email from people who complain about their bosses.
And I have several readers who never feel supported enough. Some of you think your boss is incompetent. Still others complain that your boss isn’t your friend.
That’s too bad. I always send those readers over to Ask a Manager. She is such a great writer. There is no question she hasn’t been asked. You can search her archives for an answer to your problem.
I think we have a huge problem in the marketplace. Management gurus tell us that a) everyone is capable of greatness; and, b) leaders should make everyone feel capable of greatness even when that isn’t true. 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…
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…
“Employees are the most valuable asset that any organization has. In the past managers said ‘jump” and the employees said, ‘How high?’ Now, the managers are jumping with employees.” — Jacob Morgan, American business writer
During the past generation or so, something unusual has happened in business: managers have evolved from the boss to a team player.
Figuratively, they are still in charge, of course, but leaders realized they got farther by being in partnership with their employees. They act more like a visionary facilitator, rather than a strategy imposter. Read more…