November 18, 2015

5 Great Ways To Shatter Employee Engagement

More than 2 million people quit their job each month, and the No. 1 reason is the quality of the relationship they have with their direct supervisor. It stands to reason, as managers are more likely to have daily interactions with employees, and they are usually the benchmark that employees use to judge a company’s culture. However, only 32 percent of employees are truly engaged in their work, and we suspect it has something to do with these five manager behaviors that kill engagement: 1. They don’t recognize and reward employees. A recent Interact/Harris Poll of 1,000 U.S. employees saw […]
November 17, 2015

How To Give Constructive Feedback Your People Want To Hear

The Right Time It is better to give feedback sooner than later. How soon depends on the specific situation. When a teammate does a good job, you should pay her or him a compliment as soon as possible. Whenever other people are affected by a certain behavior, try to address the issues in time so further damage can be avoided. If strong emotion is involved, it is wise to wait till the heat has gone before giving any comments. Choose the right time for your feedback. Impraises mobile app can help you share feedback right when it matters the most. […]
November 16, 2015

Planning Employee Engagement From the Bottom-Up

Why Top-Down Only Engagement Strategies Will Under Achieve I would never suggest that senior management within an organization should not plan top down strategies as these do help to create a suitable environment and can highlight the responsibilities of managers in building engagement. I do, however, urge a careful consideration of the limitations of top-down only strategies when it comes to engaging employees. The main problem with a corporate top-down only employee engagement strategy is that they are usually designed to encompass the organization and address the key issues highlighted in the annual engagement survey report. This description highlights several […]
November 12, 2015

7 Warning Signs That You Need to Refocus Your Business Now

No one would ever come right out and say this: “The problem we’re trying to solve for our business is too hard. We give up.” Yet you see signs of people doing this all around us. In fact, you see entire teams give up. One down and disappointed person at a time throws in the towel. Yes, of course, they’re still at work doing something–just not what matters. They’ve given up on solving the big problems and have resigned themselves to fussing over inconsequential details. For businesses in situations like these, what are the 7 warning signs that they have […]
November 11, 2015

8 Ways Emotionally Ignorant Entrepreneurs Sabotage Their Teams

Every entrepreneur envisions nothing but success and team cohesiveness at startup. These dreams do not manifest for entrepreneurs who fail to provide their team with the important emotional support they need to become disciplined, patient and motivated to succeed. Here are eight ways leaders emotionally sabotage their teams and their own success by inciting lack of motivation, anxiety, anger, tense team relationships, low self-esteem, a sense of entitlement and chronic emotional upheaval. 1. Ignore or minimize the emotional climate of the team. If you mock, humiliate, ignore or tease team members when they express frustration, exasperation, anger or fear, you […]
November 9, 2015

A Simple 6-Item Scorecard to Rate Your Company’s Operations Pillar

Each quarter, rate your company on a scale of 1-10 (with 10 being best) on each of the following six aspects of your Operations Pillar: General Administrative Function: How well does your company handle the basic administrative function? Are you highly efficient here, handling a large volume of business with a small admin staff? Or do things slip between the cracks and cause regular admin fires that you have to put out? On a scale from 1-10 how strong is your Operations Pillar in this area? Performance of Client Work or fulfillment of Client Orders: From your perspective, how well […]