Categories for Employee engagement
One of the most common questions we receive is: “How do you keep the concept of communicating appreciation going in the workplace?” We have found the following action steps to be extremely helpful in helping appreciation and encouragement become part of a workplace culture: Start your staff meetings with reports of examples of appreciation & encouragement being given. Reinforce the importance of appreciation by starting meetings with team members sharing examples of receiving appreciation or observing someone else encouraging a colleague. (If you wait until the end of the meeting, you’re at risk of “running out of time.”) At the beginning, share... Continue reading...
Employee engagement is a big problem for organizations today. Research has shown that the vast majority of employees are not engaged, thus they aren’t giving their best efforts or aligning their behavior with organizational goals. A helpful way to understand how to engage employees is to consider the six universal human needs to thrive at work: respect, recognition, belonging, autonomy, personal growth and meaning. These are needs that people long to have met. And even if people are not consciously aware of them, subconsciously our human bodies are wired to have these needs met. When they are not met over time, it... Continue reading...
Let’s face it: Soft skills like critical thinking, emotional intelligence, and adaptability are necessary for all employees to have. However, the majority of attention in the management world has been focused more on hiring employees with those skills than developing them in current employees. The term “soft skills” refers to skills like collaboration, problem solving, conflict resolution, and communication, which have more to do with how you act than what you know. Much of the time, these soft skills have to be seen “in action” and can be difficult to objectively measure (unlike technical qualifications, which can be tested). However,... Continue reading...
I (Nate) have always had a problem with the notion of conflict reduction, management, or mediation. All of these concepts imply that conflict is something to be lessened or eradicated, as if it’s fundamentally a bad thing. I’m not surprised that many people would view conflict this way. Look around: Divisive political rhetoric, religious polarization, and global ideological warfare. Everywhere you look, conflict is generating casualties. Negative conflict, manifested as workplace drama, costs the US economy over $350 billion per year in the currency of broken relationships, dysfunctional teams, morale and engagement problems, and failure to thrive. I believe that... Continue reading...
“Physical touch in the workplace-to show appreciation? Really?” is one of the most common responses we get from some participants when training groups in the 5 Languages of Appreciation. I was in the midst of posting this article when a friend forwarded me this video aired by NBC Nightly News about Chobani Yogurt, where the owner is sharing ownership of the company with his employees. But the video also shows Mr. Chobani hugging his employees and the piece ends with the statement: “where the money means a lot but being appreciated means even more”. Using physical touch to communicate appreciation... Continue reading...
You’ve probably been there at some point in your life—working in an environment where people treat each other rudely, betray trust, or exhibit indifference toward co-workers. A friend of mine who is a marketing executive described one of his bosses as a “screamer.” I’ve had clients who sought out therapy primarily because their work environment was causing so much stress. A manager I recently met with was struggling with how to handle a co-worker who repeatedly puts him down publicly in front of his peers. In a recent case study, when a nurse with a long tenure informed her supervisor that her... Continue reading...
15five recently surveyed 500 managers and executives and released the following statistics about remote workers: 53% of companies in the U.S. continue to have standard workplaces, with nearly every employee coming into the office 4 or more days each week. 37% have a main office with some people working remotely. 10% have no office space at all. These statistics point to more and more work relationships existing in the context of remote locations. Increasing numbers of employees work in locations separate from their colleagues and supervisor, with “virtual teams” occurring across cities, states and countries. The combination of these two... Continue reading...
Last week we asked the questions: Who determines authenticity? Is authenticity based in reality or perception? What causes people not to believe others are genuine? Today’s post will answer these and shed some light on how to improve a cynical workplace. Common Reactions Some work settings seem to just “ooze” cynicism, sarcasm, and a lack of trust. Probably the most intense cynical environments I’ve experienced recently are medical settings and hospitals. Why might this be? It appears that leadership in many of these institutions have tried to communicate recognition and praise, or have done training on “How to build a positive team”, and... Continue reading...
“Are you kidding me? They don’t care about us.” “They don’t give a rip about me. It’s all about my performance. If I meet my performance goals, they’re happy. If I don’t, I’m gone.” As I’ve worked with more facilities across the country, I’ve become aware that a large number of employees have a very cynical reaction to any discussion of positive communication from their supervisors, and sometimes, even their co-workers. The lack of genuineness in communicating appreciation may be the single biggest barrier to positive workplace relationships. One of the contributing factors to these underlying attitudes of cynicism... Continue reading...
My name is George Gotschall and I have been in management for about 35 years in both corporate and private enterprise. I am currently the owner of a placement agency and a consulting company helping organizations choose their next employee wisely. In November 2014, Dr. White and Tim Hepner introduced me to the concept of Appreciation at Work and I fell in love with it! Treating people like individuals, what a concept! Since I am a certified behavioral analyst, the idea fit perfectly with the behavioral surveys I sell to my clients. The concept of treating employees like human beings with families,... Continue reading...
Gallup reported on January 13 that only 32% of U.S. employees are actively engaged in their work from a mental, emotional and volitional (a choice of the will) point of view. Conversely, 50.8% of employees were found to be “not engaged” and 17.2% are “actively disengaged”. This latter group is a dangerous one — they are actually actively working at cross-purposes with their employer, doing things to make things worse in their workplace. Much of the blame for this sad state in our work environments is being placed fully and solely on the shoulders of supervisors, managers and employers, a position... Continue reading...
We at TINYpulse are always interested in finding more ways to improve happiness and engagement at work. So here at the beginning of 2016, we’re interested in the trends, challenges, and opportunities that will shape the workplace in the coming year. Our research — including our recently released 2015 Employee Engagement Report — has given us plenty of eye-opening insight into the factors affecting the workforce. That, plus our observations of the major themes and developments of the past year, helped us determine 16 predictions for employee engagement in 2016. Check out a few of them below: Engagement will remain a #1... Continue reading...
[source: https://www.socialtalent.com/] Want to change these Disturbing Facts About Employee Engagement? Appreciation at Work can help. Contact tim@drpaulwhite.com
Doug Conant, former turn-around CEO of the Campbell Soup Company, and Keven Kruse, a serial entrepreneur and popular keynote speaker, have something in common. Both believe that two-way communication is essential to employee engagement. Since employee engagement drives job satisfaction, high productivity, and low turnover, it is worth taking a minute or two to consider their perspective. What is employee engagement? It is the emotional connection that an employee has to the organization and its goals. A 2011 Gallup poll found that only 29% of the workforce is engaged at work. That means that more than two-thirds of people are... Continue reading...
