Employee Engagement

November 19, 2015
JUN15_24_complaints

The Top Complaints from Employees About Their Leaders

If you’re the kind of boss who fails to make genuine connections with your direct reports, take heed: 91% of employees say communication issues can drag executives down, according to results from our new Interact/Harris Poll, which was conducted online with roughly 1,000 U.S. workers. In the survey, employees called out the kind of management offenses that point to a striking lack of emotional intelligence among business leaders, including micromanaging, bullying, narcissism, indecisiveness, and more. In rank order, the following were the top communication issues people said were preventing business leaders from being effective: The data shows that the vast majority […]
November 18, 2015
Ways_to_Ruin_Employee_Engagement

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

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

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 13, 2015
The Accountability Factor

The Accountability Factor

One of the issues I hear most consistently from leaders, managers, and supervisors is their daily struggle to hold staff members and teams accountable for performance or for values. One senior leader recently told me, “It’s so hard to hold people accountable when you’ve known them for years and years. I just wish they’d do what they said they’d do!” I spent 15 years as a non-profit executive and I experienced the same struggles. I believed that: My staff members should know what they are supposed to do. They should be committed to doing it, and What the heck is […]
November 11, 2015
5

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 […]