Why not have some fun in your organization? Go ahead and create your groups "Happiness Survey." All you need to do is break down the employees by generation and have them rank their top five choices using a scoring system of 5 as most important to 1 as the least. Remind them this is how important each is to their happiness and not to how well it is accomplished.
Following and implementing these strategies will help develop any team, at any stage by building more confidence and greater morale among team members, creating more trust across job functions, and ultimately increasing productivity for the future.
One of the biggest challenges managers face is hiring new team members. It’s like placing a bet on red at the roulette table in Vegas; sometimes you get lucky, sometimes you don’t. Sometimes a new [...]
We can all agree that negativity in the workplace is not healthy. Yet, in recent surveys, many of us work with at least one person who is negative. Negativity is just one type of poor [...]
We may lead a team of people at work, a group of friends, a volunteer group, our families, and of course we lead ourselves every day. The fact is that we are all leaders in some form or fashion. Regardless of how large or small our sphere of influence is. if we work to improve our leadership abilities our sphere of influence will grow.
Some organizations have a culture where competition thrives among employees and teamwork is basically non-existent. This lack of team culture filters down until employee turnover and productivity suffer.
Leadership, from the top down, dictates the culture of an organization. If leadership that is empowering will develop employees that will become future leaders - leaders who also empower others.
Determining the underlying causes for an employee's departure is vital to the success and evolution of every company, large or small.
One of the biggest challenges for any team (personal or professional) is the issue of trust, either among team members or between the leader and the members. Here are six quick ways to build trust [...]
Roberto has been with his national professional services company for over five years and was recently promoted to IT call center manager with a team of about 30 employees. He was excited and somewhat unsure how he would be accepted by his peers. Jon, the previous manager, had alienated employees and some view Roberto as the “teacher’s pet.” He was now tasked with turning around the image and culture of the help desk.
