Leaders who step back and consider their employee engagement and outreach efforts for a moment may realize that they have lost the thread.
If employees are looking for new roles or considering leaving — and today, many are doing just that – calling them “engaged” seems foolhardy. Instead of pouring more resources into the assessment metrics that are already in place, it could be better to simply change strategies at a base level.
It’s not too late to switch tactics, and every moment that a business pushes forward with a system that is failing to reach the modern workforce, the danger of losing those employees becomes more immediate. Read more…
In a survey of top leaders by Booz and Company last year, 84 percent said culture was critical to success, and yet the majority admitted their culture was in need of a major overhaul.
So, how do you transform a culture to meet your company’s needs today? How can you get employees or teams to behave the way you need them to execute your strategies and enhance your performance as well as your employee engagement and the customer experience?
How do you get the innovation and agility you need in fast-changing markets? How do you get the cross-organizational collaboration that makes one plus one equal three? Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Have you ever wondered what your CEO really thinks about employee engagement?
Many of us have, and new research from the UK’s Ashridge Business School provides some answers.
The study found CEOs had a pretty good idea of what employee engagement is and what it could do for their organizations. They view engagement as a strategic narrative (and ongoing dialogue) within their organizations that creates emotional connections and purpose for employees. Their view of the end result is a culture where people choose to give the very best of themselves at work. Read more…
Tell me about your workplace environment. What’s the general attitude or “feel” of the office?
Hopeful and energetic? Downtrodden and despondent? Somewhere in between?
What’s your personal reaction to this environment? How do you work within it or contribute to improving it? Do you see this as your responsibility? Read more…
I am coaching a young HR leader who reports to a founder/CEO.
She doesn’t have a mentor or a direct supervisor. She is leading an unusually big project for a woman her age. I have been hired to help guide her through the next few months. It is a neat assignment.
This woman is tough and focused. She is working with men who are nice enough to hire a coach on her behalf but not always nice enough to say please and thank you.
For some reason, this matters to my client. Read more…
Addressing attraction and retention was cited as the top business challenge for 52 percent of employers in a recent HireRight survey.
Attracting quality talent and keeping them is vital, for obvious reasons, but employers are frequently shooting themselves in the foot by not following through on promises they made in the recruiting and hiring process.
“The average worker today stays at each of his or her jobs 4.4 years according to the most recent available data from the Bureau of Labor Statistics, but the expected tenure of the workforce’s youngest employees is about half that.” Read more…
Last week, I had the privilege of taking a behind the scenes tour of Zappos and speaking with several of their top leaders. ]
Mine was not the popular tour advertised on their website, but rather a real peek behind the curtain to see the wizardry of this renowned workplace culture phenomena and iconic brand.
I’ve read Tony Hsieh’s bestselling business book, Delivering Happiness, and have seen some of the clever Zappos employee videos on YouTube, so I wasn’t shellshocked by this very non-traditional workplace environment.
The converted city hall building in downtown Las Vegas that serves as Zappos headquarters radiates individuality and personality with a spattering of controlled chaos thrown in for good measure. Read more…
In the last 12 months, the topic of values has caught the imagination.
Putting values at the center of everything your organization does can make all the difference in engaging and motivating employees and customers.
It is a year this October since our book about organizational values, The 31 Practices, was published, and I wonder if you’ve noticed the increasing focus on values all over the world since? Read more…
In one of his blogs, Seth Godin talks about the Levy Law which describes the way animals forage for food and how that law applies to the Internet.
The more I think about the Levy Law, the more I see how it applies to the world of work.
The Law says that forging animals work an area and then, once food gets scarce, they move on to another area, work that area, and move on again.
I see myself doing this on the web. I find a website or blog and visit it for several weeks. Then I notice that it starts to repeat itself, so I move on to look for new nuggets of wisdom elsewhere. Read more…
So, performance reviews aren’t enough?
Performance reviews are slow feedback, as they only occur once a year. Most employees do not want to wait 51 weeks to hear how they need to improve.
More than 65 percent of all employees said that the feedback they received in their annual performance review contained “surprises” not mentioned by their manager before the review. Unsurprisingly, employees become very upset when this happens, and it can be a factor in higher turnover. Read more…