Articles tagged 'Engagement'

Classic TLNT

Keeping Employees Happy? Hey CEOs, This Isn’t Rocket Science

123RF Stock Photo

Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.

Are you tired of hearing about all of the ways you can make your company a “win-win?”

Yeah, I know the jargon gets old — but the goal shouldn’t.

As much as I don’t like jargon, business leaders can achieve a win-win in their organizations. It’s not difficult but does require effort and accountability from the rest of management. A splash of empathy always helps, too. Read more…

Talent Management

Despite Your Best Efforts, Why Aren’t Your Employees More Engaged?

Illustration by istockphoto.com

By David Lee and Jacob Schneid

Despite millions of words written and millions of dollars spent on improving employee engagement, the needle has barely budged over the years.

From Gallup’s State of the American Workplace:

While the state of the U.S. economy has changed substantially since 2000, the state of the American workplace has not. Currently, 30 percent of the U.S. workforce is engaged in their work, and the ratio of engaged to actively disengaged employees is roughly 2- to-1, meaning that the vast majority of U.S. workers (70 percent) are not reaching their full potential — a problem that has significant implications for the economy and the individual performance of American companies. Gallup’s research shows that employee engagement remains flat when left unmanaged.” Read more…

HR Management, Talent Management

Why Your Employees Need to be Both Engaged AND Aligned

© Yuri Arcurs - Fotolia.com

I appreciate a good analogy, especially when it comes to terms that can be defined in multiple ways.

Employee engagement and alignment are a good example. Here’s a brilliant analogy from a local business journal:

Employee engagement is essential to an organization’s success, and alignment is arguably even more important. As an example, consider a 400-meter relay race. The winning team carries the baton past the finish line first. The direction of the finish line represents alignment between employees and the organization’s vision and goals. The speed of each runner is akin to engagement. To win, every runner in the team must run fast (i.e. be engaged with the organization) but also run in the direction of the next runner or the finish line (i.e. be aligned).” Read more…

Leadership

Real Leaders? They Don’t Get Caught Up in Their Own Personal Power

Female women leaders

People often ask me if it was hard for me to go from running really large organizations to having my own (implied — “much smaller”) company.

This was never an issue for me because I always maintained a psychological distance between the power of my role, (managing a $1 billion plus global business, multi-hundred million dollar budget, and thousands of people) and my own personal power.

I took responsibility for the power of the large role very seriously, but I never pretended that I personally owned that power. Read more…

Talent Management

6 Ways to Engage Employees – But Only One That Really Works

employee-engagement

We think there are millions of ways to engage, or disengage, employees but there aren’t.

Truly, there are only six. The six basic emotions we feel as humans, which are:

  1. Anger;
  2. Disgust;
  3. Fear;
  4. Happiness; Read more…
Culture, Leadership

Shaping a Successful Culture? You Start With Purposeful Leadership

123RF Stock Photo

Culture is a powerful force and culture-shaping efforts fail for many key reasons.

But what makes them succeed? What makes some culture-change efforts successful where others become simply another “flavor of the week” training session that never translates into real change?

This is a subject of great debate, and many theories exist. Read more…

HR Management, Talent Management

Timely Feedback Always Matters – Especially When It’s For the Good

feedback

Seth Godin is one of my favorite “short form” bloggers.

Generally, his posts offer pithy insight and advice in short, easily digested posts. Here’s a nugget from a recent such post:

The best way to change long-term behavior is with short-term feedback. The opposite is not true. We rarely change short-term behavior with long-term feedback… If you want to reward (or punish) short-term behavior, don’t do it down the road.” Read more…

HR Management, Talent Management

What Do You Do When Creating Change Backfires?

123RF Stock Photo

Creating change in the workplace? Your employees better be engaged first.

Creating change within the work environment can be a difficult task. Often, the employees who most need to reassess their habits are the ones who are the most resistant to HR and management’s efforts to introduce some new energy and perspective into office operations.

What’s more, the need for change isn’t always on the micro level, with a single member or particular subset of staff. Companies occasionally find they need to reevaluate the entirety of their work cultures, and in those cases, the complexity of the undertaking becomes even greater. Read more…

HR Insights, HR Management

How Those Who Challenge You Help to Make You More Successful

Illustration by istockphoto.com

Are you feeling uninspired and stuck at work? Perhaps it’s the people around you.

It’s nice to have colleagues who support us and are of like mind – they boost our confidence and allow us to relax. We develop a network of people with whom we like to work because we know their styles and they know ours.

It’s comfortable and expedient and it works. Read more…

Classic TLNT

The 5 Ways That Highly Engaged Employees Are Different

Employee Engagement Mindset

Editor’s Note: Readers sometimes ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.

By Timothy R. Clark

How do you learn engagement from someone who’s disengaged?

You don’t. That’s like trying to learn French from a Spanish teacher. People simply can’t teach you what they don’t know.

So we decided that the key to understanding high engagement was to study the highly engaged. We studied 150 highly engaged employees in 13 different industries and 50 different organizations, from aerospace and health care to technology and media. Read more…