1. Companies with highly engaged workforce are 21% more profitable

    September 26, 2016 by ahmed

    Engaged_Employee

    Originally posted on Customer Plus newsletter

    The Relationship Between Engagement at Work and Organisational Studies, a report published by Gallup in April 2016 is a sophisticated analysis of 339 research studies across 230 organisations in 49 industries with employees in 73 countries. It covers 82,248 business units and 1,882,131 employees.

    The results show that employee engagement is related positively to profitability and eight other measures of business performance, regardless of business size, sector and nationality. Business units in the top half of employee engagement double their chances of success and those at the 99th percentile have four times the success rate of those at the first percentile.

    The message is simple. People really are the key to business success.

    And the so-called ‘Gallup 12’ offers a simple set of measures for managers to rate staff engagement.

    Difficult as it may be to hear what your staff think about you, your fellow leaders and your workplace really need to know. And more importantly, you need to act on your knowledge.

    Such a simple message deserves a simple question. Do you check and react to the temperature of your workforce on a regular basis?


  2. 7 mistakes good Managers NEVER make

    September 15, 2016 by ahmed

    good manager

    Originally posted on UK Employee Experience Awards by Tamara Luzajic

    Finding good workforce is never easy. On the other hand, you can often hear managers complaining about their best employees leaving. Needless to say, having good people quit is very disruptive and incredibly costly.

    But once the employee has left, managers usually blame some external factors, while the real reason is left unsaid:

    People leave jobs because of bad management.

    There are a few things good managers never do. That is how they keep their best people loyal.

    1. They overwork people

    Nobody loves to feel burned out. Sure, once you realise your employees can do a lot of things, it is tempting to work them hard. But this is a trap!

    The truth is, overworking good employees makes them feel punished for being good at something. But, that can be changed with rewards and recognition. Raises and promotions are acceptable ways to increase workload.

    If you simply increase workload without changing a thing, your best and talented employees will look for another job that will give them what they deserve.

    2. They show no interest in their employees

    There is a reason why successful companies make sure their managers know how to balance being professional with simply being human.

    These managers empathise with the employees going through hard times. They challenge people. They celebrate their success.

    Managers who don’t genuinely care will always have high turnover rates. Good employees don’t like to work for bosses who only care about profit.

    3. They hire wrong people

    There is no way a hard-working employee will want to work with a slacker. Hiring bad people is one of the biggest demotivators because good employees want to work with the like-minded professionals.

    Promoting the wrong people is perhaps even worse. Being passed over for a promotion that is given to a slacker is more than wrong. It is an insult to every good employee.

    4. They don’t support creativity

    One of the best things about good employees is that they always look for new ways to improve everything. If you take that power from them because you like things the way they are now, you will make them hate their job.

    Supporting your best employees’ creativity is always a good idea.

    5. They are not developing people’s skills

    One of the things good managers always do is listening. They are constantly listening, giving feedback and paying attention to their employees’ behaviour.

    There is so much a manager can do with a good employee; from finding areas in which they can approve to directing their skills into the right direction, management truly has no end. But if you don’t do any of this, you will have a bunch of bored employees on your hands and the best ones leaving for something better.

    6. They don’t challenge employees

    Pushing people out of their comfort zones is what makes them succeed eventually.

    Good managers challenge their employees to accomplish goals that seemed impossible at first. Then, they do everything to help them achieve those goals.

    Talented employees can’t stand doing things that are too easy or boring because they know that they only way to develop their skills further is to do new tasks and set higher goals.

    7. They don’t support people pursue their passions

    Talented employees are passionate about things they love. When a good boss provides an opportunity for pursuing that passion, it improves their productivity.

    Unfortunately, so many managers are more likely to disapprove of this. They usually fear that if their employees pursue their passions, their productivity will decline.

    Many studies show that people who are able to pursue their passion at work experience flow, the almost euphoric state of mind that makes a person more productive.


  3. Your comfort zone may destroy the world

    August 24, 2016 by ahmed

    Comfort-Zone

    Originally posted on LinkedIn by Shelly Palmer

    Here’s what’s going to happen. You are going to read this post up to the point where you agree with me or you don’t. Then, either you will find something else to do or, if I have your attention, you will write a comment or an email that espouses your world view.

    This sounds great. Except it isn’t. Because whether you agree with me or not, a huge percentage of you will not read past the point where your personal bias is confirmed. If my writing is inside your comfort zone, you will stop reading because we see eye to eye. If my writing is outside your comfort zone, you will stop reading because your time to engage with content is limited and you don’t want to be uncomfortable while doing it. Sadly, staying in our ideological comfort zones has put us on a path to world destruction.

    I write an article every Sunday about emerging trends and the impact they may have on media, entertainment and marketing. If you know my work, you know I don’t write about politics or religion, just tech trends and what I think they mean. So comments from readers should be professional, should be on topic and should further the discourse with related criticism and opposing points of view. But that’s not what’s happening.

    Have a look at a few recent posts: “The Video Selfie That Changed the World” or “Russian Email Hackers: Are You Next?” or “Facebook Is Killing Clickbait and The Results Will Surprise You.” Then scroll down to the comments for an object lesson in the dangers of confirmation bias and the latest craze: spewing opinion as fact. If this were on some random site or a mainstream media site, I would not be surprised at all. But these posts are on a professional social network where (for obvious reasons) one would expect a certainly level of decorum.

    Social Media–Empowered Echo Chambers

    In the physical world, an echo chamber is a room where sound reflects off the walls. The early reflections are perceived as echoes and the later reflections are perceived as reverberation. In social discourse, an echo chamber is a place where like-minded people keep reinforcing each other’s world views. MSNBC is a left-leaning echo chamber. Fox News is a right-leaning echo chamber. You can name hundreds of examples yourself.

    But echo chambers do not challenge our world views, they do not expand our minds, and they do not promote Socratic debate. They just blanket us in the comfort of what we like to hear. Importantly, it doesn’t matter how much moral high ground you believe your echo chamber represents – an echo chamber is a closed-loop system that constantly feeds back on itself. Living in an echo chamber is not an evolutionarily stable strategy.

    The Quick, but Painful, Death of Truth

    Journalism has been on life support since the advent of social media, but this past year we have witnessed the quick, painful death of truth, and it may be gone forever. Put a comfortable lie in an echo chamber, and nobody will challenge it. It will reverberate until it is accepted as actually true. Then, the willfully ignorant will shout it as loudly as they can. It may be their truth, but that does not make it true.

    Get Out of Your Comfort Zone

    While we may not post really stupid stuff online or make outrageous comments to inspire others to do violence, we are all guilty of enjoying the pleasures of our respective comfort zones. We live in a world with extraordinary filters. They can easily be programmed to only send us notifications of things we want to hear. There are websites and news feeds across the entire spectrum of belief systems, and it is super easy to find your comfort zone and stay there. Don’t.

    The best way to get the world on track is to do our best to understand each other. We need to relearn how to respect other points of view. We don’t need to agree with them, but we need to read far enough down the page to understand what is really being said. We must listen when we converse. We must see when we look.

    The alternative is a cacophony of isolated echo chambers, each believing that they have the moral high ground, and each sure that their respective deity is on their side. It’s clearly where we are headed, and in practice, we may already be there. You may not think that your comfort zone could destroy the world, but your comfort zone is a place where you accept the things you cannot change. To make the world a better place, it’s time for all of us to change the things we cannot accept.


  4. One Way to Carve Your Values- and Culture-in Stone

    August 14, 2016 by ahmed

    Originally posted on Blogrige by Dawn Marie Bailey

    How are you expected to behave at work? And do you think a coworker would answer this question in the same way?

    In the Baldrige Excellence Framework and its Criteria, values are defined as the guiding principles and behaviors that embody how your organization and its people are expected to operate. They influence and reinforce your organization’s desired culture. Further, they support and guide the decisions made by every workforce member, helping your organization accomplish its mission and attain its vision appropriately.

    So can you name your company’s organizational values?

    You may have to go to your company’s website to find them or dig out an operating manual, but what if the organizational values were literally carved into stone at your feet. Would you then have any question about the behaviors expected of you at work?

    In summer 2015, two-time Baldrige Award recipient MidwayUSA completed Operation Concrete Values, a project where more than 300 employees permanently carved their values into the sidewalks of the 21-acre MidwayUSA campus in Columbia, Mo. The carved values are now repeated across the entire 4-building campus, covering 17 entrances for a total of 20 sets of company values.

    Image-2-Max-Stacey-Eric-and-engraving

    MidwayUSA’s stated values are Honesty, Integrity, Humility, Respect for Others, Teamwork, Positive Attitude, Accountability, Stewardship, and Loyalty. Now carved in stone throughout the campus, they serve as the non-negotiable family principles that help guide MidwayUSA’s employees in their decision making and interactions with one another. But an important point here, according to the organization, is that these are the personal values of the people who work at MidwayUSA, which have been adopted by the organization.

    MidwayUSA’s CEO and founder, Larry Potterfield, explained the genesis of the idea: “It all began in the fall of 2006, as we started aligning the operations at MidwayUSA with the [Baldrige] leadership and management principles [in preparation for a Baldrige Award application],” wrote Potterfield in a short story about Operation Concrete Values. “One of the Baldrige questions was, ‘What are your stated vision, purpose, mission, and values?’

    We had a mission statement . . . but we struggled long and hard over the concept of company values. You see, values aren’t strategies, they aren’t goals; they’re about ethics—doing the right thing. . . . They come from employees. . . . Great companies simply adopt the most relevant of those values, then hire employees who share them.”

    Image-3-Closeup-of-hand-holding-tool

    Continued Potterfield, “Values must be deployed. . . . Every employee must know and share the same values, to create a culture of trust. Our mission statement was posted in multiple locations throughout each building, and our interviewing and reviewing processes were updated. . . . But then came a revolutionary idea; why don’t we engrave our values into our sidewalks, as a further reminder to each employee, our quests, and prospective employees.

    image-4

    In celebration of the engraving project, what the organization believes to be the first of its kind in the nation, Potterfield said, “Our company values are much more than checking a box and feeling good about it. Our values are something each and every one of our employees personally identify with, and they are embodied both at home and at work. We think something this important should be more than simply written down, it should be carved in stone.”

    A strong adherence to core values that shape culture is of course a hallmark of Baldrige Award recipients.

    For example, in a recent blog about Baldrige Award Recipient Elevations Credit Union, Kim Felton wrote, “At Elevations, we build our team to serve our membership by believing in and demonstrating our five core values: Integrity, Respect, Passion, Creativity, and Excellence. We are so pleased when members share with us that they see our core values reflected in everything we do.”

    At Baldrige Award Recipient Charter School of San Diego (CSSD), everything school employees do is based on the organizational value “kids come first” and the core competency “transforming lives.” For example, CSSD resource centers (where teachers work one-on-one with students) sponsor families for meals and school supplies during winter holidays, support work experiences for students, and provide career and health support for students and their families. Teachers also make a regular practice of visiting students’ homes, traveling in pairs.

    At Baldrige Award Recipient Mid-America Transplant (MTS), the organizational values of Compassion, Innovation, Integrity, Quality, and Teamwork serve as a guiding force for how the workforce lives the culture on a daily basis. MTS defines what each value means to each employee: “Compassion: We feel and show concern for others. Innovation: We make meaningful changes to improve. Integrity: We act according to what is right and wrong. Quality: We do our best, always. Teamwork: We work in harmony with others.”

    At Baldrige Award Recipient Charleston Area Medical Center Health System (CAMCHS), employees receive training on how the values of Quality, Service with Compassion, Respect, Integrity, Stewardship, and Safety should drive behaviors, and the behaviors drive achievement of the core competency to improve the health and economics of CAMCHS’ community.

    So do you know what are your organizational values and whether they drive your culture? Is your organization ready to set them in stone?


  5. Quick ways to find your peace at the office

    July 14, 2016 by ahmed

    Happy

    There are probably lots of things outside of the office that contribute to your employees stress levels. But what’s happening inside the office to create strain and tension? In all likelihood, the answer is yes. It might be workload, it might be coworkers, or it might be other factors as well.

    Those stressors at work can lead to a number of different things, including fatigue or under-motivated employees. None of those are traits that are healthy at work, but there are a number of different strategies to promote among employees that can help reduce stress and strain. Those may include at-their-desk activities such as yoga and meditation. Music is also helpful, as is limiting things like alcohol and caffeine. In addition, encourage your employees to take breaks—to disconnect and keep those work-life boundaries as distinct as possible.

    Looking for more ways to help your employees de-stress at the office? Use this helpful graphic to get started http://blog.surepayroll.com/find-peace-at-the-office