What do the winners of last night’s Grammy Awards and managers in the workplace have in common? They have a steady beat that gets – and keeps – the attention of others. The best managers have a steady beat in their communication and connections with employees and customers.
Here are four practices that will contribute to chart-topping performance—but only if they are part of a manager’s regular rhythm on the job.
Pittsburgh, October 16 – Communication professionals from a broad range of organizations report that “Employee Engagement” is their number-one challenge for 2013, according to a recent poll conducted by Dulye & Co.
The same poll uncovered that communication professionals view “Employee Engagement” as an issue that is not on the priority list for company executives.
Employee engagement looms large as a challenge facing all organizations, big or small. For the past two years, “keeping employees engaged” was rated as the most significant workplace challenge by nearly 800 global business leaders in a major industry study.
Now, as the job market and economy rebound, concerns are growing not only about engaging employees to give their best, but retaining those employees that you spent time engaging. So, with all of this in mind, I lead a webinar this week on “How to Engage Employees to Give Their Best,” – and it really struck a nerve.
Thank you to everyone who attended the Engage Employees to Give Their Best webinar!
We would like to provide you with a complimentary consulting session on creating a Specator-Free Workplace where employees will go above and beyond. If you are interested in the complimentary session, or have any questions about the topics covered in the webinar, please contact Roger Gibboni at firstname.lastname@example.org / 845-987-7744.
March Madness is here and has taken hold of workplaces, large and small. It’s a rarity to find an office associate – whether on the loading dock or rug row – who’s not pulling up online scores and checking over their brackets. Even the Oval Office has a March Madness pool.
Most likely you’ve heard of the productivity stranglehold of this hoops hoopla. One major study estimates this year’s NCAA Men’s Basketball Tournament will result in 8.4 million hours of lost productivity among U.S. workers.
At 100 minutes, the Oscar-winning Best Picture, The Artist, may be the ultimate practice session for improving your listening skills. I’m sure you’ve heard by now that it’s a silent movie – an extraordinary resource for training to listen with your eyes and zoning in on non-verbal cues. Watching this brilliant black and white film requires fixed focus on the actors – their facial expressions, hand gestures and body movements – to fully comprehend the storyline. And the same applies when it comes to communication at the office.
No one likes meetings. Or, perhaps more accurately, no one likes meetings that have no apparent value or purpose. Over the years we’ve shared many ideas for making your meetings more effective and recently we ran across another method for getting real value from meetings: make them shorter.
College graduations get a lot of media attention in April and May, but a lot of students graduate in December and that means a new wave of workers (albeit a smaller one) enter the workforce. If you expect to welcome a recent college grad to your team here are some things to consider.
First, keep in mind that today’s college grad travels through a world that’s more connected than what we saw only five years ago. To prepare, we recommend a review of your expectations from an operational and communications standpoint. Then help them succeed right out of the gate by using these tips.
The headline of this story – As It Loses Executives, Yahoo Seeks a Deal – illustrates another example of the uncertainty today’s workers face.
The embattled online media company does not have a permanent chief executive. Potential suitors are circling, albeit tentatively. And employees are growing anxious as senior executives rush for the exits.
With the level of uncertainty so great, Yahoo is eager to sign a deal and calm its ranks, according to several people briefed on the situation.
Call it a hunch, but we’d bet that Yahoo employees are far from engaged on the job. Who could blame them? If top executives are fleeing, what does the future hold for the front-line worker?