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The Relationship Between the DISC Personality Assessment and the 5 Languages of Appreciation

The DISC personality assessment is a tool that is widely used in the workplace to help individuals gain a better sense of themselves and others’ personality style in interpersonal situations. Industrial psychologist Walter Clarke developed a behavioral assessment tool based on the theory of psychologist William Marston.

3 Easy Ways to Show Appreciation in Your Day-to-Day Work Life

With everything going on in the office, it can be easy to forget to stop and appreciate your team members and coworkers, but that doesn’t mean it’s okay. Workplace appreciation is critical to avoiding a toxic workplace.

The following three tips are easy ways to make appreciation part of your busy workplace’s culture:

Build a Positive Relationship, No Matter Who You Report To

In the past, an employee’s relationship with their direct supervisor was found to be one of the most influential factors on whether or not the employee enjoyed their job. However, this dynamic has changed somewhat. Jared Lindzon, in this article about change and work, spoke to analyst Josh Bersin who says, “Most companies, even big companies, are much less hierarchal and much less top-down in their execution than they used to be. Leaders are finding that they have to be more inspirational, they have to be more collaborative.”

Two Major Misconceptions Leaders Hold

Recently, the emphasis has been on employee recognition, and has included published materials, seminars and commitments by companiest to help leaders and managers recognize their team members for work well done. In fact, experts in human resource management estimate that 90 percent of all U.S. businesses and organizations have some form of employee recognition program.

Should we focus on ‘mental health’ in the workplace?

As a result of the pandemic, major social changes occurred in 2020: “stay-at-home” orders, tens of millions of workers shifted to working from home, children were educated remotely, we were required to maintain social distance from one another (and cover our faces with masks).  Family and community relationships were hindered. The practical consequences? Isolation. Dramatic changes in daily life routines. Uncertainty.

How to Deal With Toxic High Achievers

How do you handle an employee who’s a top performer but toxic to everyone around them? It can be a tough combination, but it isn’t all that uncommon. In fact, it’s often partly because certain personalities excel at their jobs–and know it–that they become so difficult to work with. Needless to say, these “toxic achievers” pose a serious dilemma for business owners, managers, and colleagues. On the one hand, they get the job done–quickly and usually better than their peers. They look great on paper. But they cause problems in the way they interact with others. They’re arrogant, prone to starting conflicts, and tend to push for personal exceptions to company policies. So what do you do?

Sincere Appreciation Is the Magic Ingredient for Good Morale

Staff turnover is one of the most non-productive business expenses. The loss of productivity, relational damage with customers and vendors, negative impact on staff morale and additional training time all create significant costs for companies.

Viewing Generational Differences Through a Cross-Cultural Lens

As I work with organizations across the country, the issue of understanding, leading, and working with employees from different generations continues to be one of the most common challenges leaders mention to me. Part of this problem stems from intergenerational communication issues. Research reveals that 40% of Millennial employees say that Baby Boomers are more guarded with their communication. Nearly the same number of Boomers say that Millennials are often too brash and opinionated.

Employee Engagement Isn’t Really the Goal

Employee engagement has become a core concept in human resource management – and rightfully so. Numerous research studies have demonstrated positive results for organizations when employee engagement is high – reduced staff turnover, increased productivity, improved customer ratings.   However, I want to propose to you that employee engagement isn’t really what you want to focus on. Because if you focus primarily on employee engagement, you will likely “miss the target.”   Why? Because employee engagement isn’t a behavior or even an attitude. Employee engagement is a result that flows from other targeted behaviors.      Let me give you an example from daily life. A lot of us, myself included, often want to lose weight. We want to weigh less than we do now. But that is not really our true goal – just to weigh less.

Are You too Busy to Learn How to Overcome Busyness?

I grew up in a conservative Midwestern family and within the context of a family-owned business. Cussing was not acceptable, but one four-letter word was used. The worst thing you could be was LAZY. Everyone needed to be doing something or LOOK like you were being productive. While this has proven to serve me well professionally (I have co-authored three books and authored one, one of which has sold nearly 300,000 copies), I developed a life habit of keeping busy which has NOT been helpful to me personally.

Do Remote Employees Want to be Shown Appreciation Differently?

Despite the evidence that appreciation is both desired and beneficial to both employees and businesses, not everyone likes to be shown appreciation in the same ways.   We have found that identifying an individual’s preferred language of appreciation is key to “hit the mark” and not waste time and energy doing something not valued by the recipient. Determining what type of appreciation colleagues want can be discovered by having team members take an assessment to identify both their preferred language of appreciation, as well as the specific actions meaningful to them.

Do Millennials Want to be Shown Appreciation Differently?

The workforce is changing rapidly, with the number of millennial employees expected to surpass baby boomers (individuals in their late 50s and older) by 2019 and they will comprise nearly half of the total working population by 2020. Organizational leaders and HR professionals affirm knowing and understanding your employees is critical in order to have (and keep) an effective workforce, thus, distinguishing and addressing the differences between employees of different age groups is important.

Communicating Appreciation Effectively When You Manage Large Groups

When I am conducting an Appreciation at Work training session with a workgroup, a common comment and question is similar to what Jack, a manager at a senior care living center, asked: “I ‘get’ the concept of communicating appreciation to my team and the need to make it personal and individualized.  But I have team members who report to me that I rarely see.

Why Appreciating Your Team Is Good for Business

Most entrepreneurs are good at seeing opportunities and finding ways to meet needs in the marketplace. Similarly, successful leaders are adept at creating value, managing costs, and understanding their target markets. But many leaders lose sight of the #1 asset of their business and the various ways that asset can be neglected and eventually lost. That asset? Team members.