Employee engagement and employee experience are not rocket science and they are not made effective by tactics or manipulation. As hard as they try, leadership doesn’t get to determine what is or isn’t engaging to the team.
hen that misconception is mixed with a lack of quantitative analysis, it’s wasted resources-pure and simple. When quantitative evidence is not contextually analyzed using qualitative inputs, it completely misses the boat. O. C. Tanner recently released the results of new research on this subject.
Read More Reality Check: Employee Engagement
Domestic violence should be a concern for leadership. Well beyond the individual who suffers the mental or physical abuse, friends, family members, and coworkers’ lives are also vulnerable to potential violence. Anyone in close proximity of the victim is in potential danger. But it gets worse.
Read More WHEN DOMESTIC VIOLENCE BECOMES WORKPLACE VIOLENCE
Again, Starbucks corporate office rightfully apologized for an unfortunate, poorly handled, incident at one of their stores. Given the company’s history of addressing similar matters, they took further action to ensure no further such occurrences. There appears to be no transparency, however, with respect to what that action entailed. But that is a matter for another blog post. Let’s hit the rewind button here.
Read More CUSTOMER COMPLAINS – STAFF CALLS OUT THE “FIRING SQUAD”
“I’m a perfectionist.” How many times have you heard that from a coworker, supervisor or in an interview? At first light, you might think this individual is perfect for detail-oriented tasks. You might consider them for supervisory work that requires a detailed review of subordinate work products. But, is this character trait really what the organization needs?
Read More PURSUIT OF PERFECTION: ENEMY OF INNOVATION
Several of my clients have wondered whether employee engagement is better than employee experience methods. Some expressed the view that “employee experience” is just another name for “employee engagement.” They wanted to know what is the difference and if there is a difference, which should be their focus. Employee experience is much more than traditional employee engagement. Employee experience cuts to the core of why employee engagement has been difficult to define and, often, inappropriately measured.
Read More EMPLOYEE EXPERIENCE OR EMPLOYEE ENGAGEMENT?
Research detailed in the Human Resource Management Review determined that experiential emotional intelligence training is more effective than traditional lecture-based training. The study advised that coaching, relevant practice, and feedback are the ways to effectively influence emotional intelligence in your teams. Lectures are not enough. Because Emotional Intelligence Training is Not Enough If your emotional intelligence programs […]
Read More Emotional Intelligence: How to Multiply Return on Your Training Investment
It is no longer adequate for leaders to simply know what each team member does. Knowing the assigned tasks and job titles is not enough, especially as it relates to high-performers. Regardless of industry or organizational type the most effective manager understands the why behind the do. Focusing on this connects leadership with key elements […]
Read More THE 5 QUESTIONS THAT CAN LEAD TO A 29% INCREASE IN YOUR BOTTOM LINE