Posted on 04 October 2010.
I recently attended a “Leadership Briefing” presentation, organized by Leadership Fairfax, which featured two stimulating Towers Watson consultants, Max Caldwell and Jennifer Meder.
The latest TW research is revealing that to generate a climate where your employees contribute at a consistently a high level of their capacity, you need more that just “engagement.” You must add into the mix enablement (a better term for what used to be called empowerment), and employee well-being. Here, very briefly, is what constitutes each element of what they call “the 3 E’s”: Continue Reading
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Posted in Employee Engagement
Posted on 30 August 2010.
A few months ago, we had the wonderful pleasure of spending a day interviewing 11 people at Oak Ridge Hotel & Conference Center to try to uncover their secret – because they have gotten the formula right on employee motivation. Continue Reading
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Posted in Employee Engagement, Employee Motivation, Leadership Development, Leadership Issues
Posted on 26 July 2010.
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Posted in Communication, Employee Engagement, Management Issues
Posted on 02 February 2010.
Think back to a time, and it may even be right now, that you were in a slump, no desire to do a whole lot and not quite sure what will get you going again. It is times like these where looking at the situation from a different perspective can help you get unstuck and moving forward even if it is just baby steps of progress. Continue Reading
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Posted in Employee Engagement
Posted on 19 January 2010.
When you walked into the office this morning was the general climate a positive or negative one? It seems that when I speak with my friends and former co-workers that their work environments are increasingly toxic with negativity. Who is responsible for this onslaught of emotional crud? Is it the leaders in the organization, the employees, both, or nobody? Continue Reading
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Posted in Employee Engagement
Posted on 10 October 2009.
Engaged employees demonstrate three characteristics: commitment, involvement and enthusiasm. Employees become engaged when their employers meet their basic needs, create meaningful opportunities to contribute, foster a sense of belonging, and provide chances to learn and grow.* Employee training is likely to be a key factor in the implementation of any organizational strategy aimed at improving employee engagement. Continue Reading
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Posted in Employee Engagement
Posted on 02 October 2009.
Each person on the planet has their own unique ideas, interests, talents, skills, and motivators. Even twins who share similar DNA have different opinions, interests, and motivators. So if we understand this, why do so many organizations have one set of motivators to try and change the behavior of the masses?
Does anyone else see anything wrong with this picture? Continue Reading
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Posted in Employee Engagement, Leadership Issues
Posted on 24 August 2009.
We all have a drive to bond. The desire to form meaningful, positive relationships with those around us. Research shows that this drive is one of the strongest motivators that we have as humans (see Baumeister & Leary, 1995; Lawrence and Nohria, 2002). Think of the impact that this strong human drive could have on business performance if harnessed? Think of the extra effort that you exert for your friends when they are in need – now apply that extra effort to a business. Continue Reading
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Posted in Employee Engagement
Posted on 23 July 2009.
Employee motivation, in my view, is key to creating long term successful companies. While there are no magic bullets out there, here are 9 tips that we’ve gathered over the years that can help any manager improve the motivation of the people working for him or her. Continue Reading
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Posted in Employee Engagement, Employee Motivation
Posted on 20 June 2009.
The Four Drive Model of Employee Motivation was presented by Lawrence and Nohria in 2002. The model is a holistic way of looking at employee motivation beyond the typical “pay” model that is prevalent in the corporate world today. I will not go into detail regarding the model here, but just give an overview and how this model presents a new way of thinking for organizational leaders. Continue Reading
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Posted in Employee Engagement, Employee Motivation
