This is an excerpt of a post that originally appeared on TLNT on Dec. 18, 2015. Employee engagement initiatives don’t have to be stressful. Change is hard, and a new engagement initiative can mean big changes in culture and operations at an organization. But those changes result in very good things like better retention, more satisfied employees, higher productivity and
As the year comes to a close, leaders are reflecting on 2015 and making resolutions for 2016. How will you grow and improve next year? If you have your eye on growing as a leader, here are some leadership tips to carry into January and beyond. End the year on a high note. “Set a positive expectation. Begin orienting your
This post is an excerpt of a post that originally appeared in TLNT on September 7, 2015. People love getting actionable information. I see this all the time at Talmetrix: When I give the team updates, they don’t just want a high-level overview. They want easy access to the specific data that relates to their work. At a high-growth company
You’ve probably heard “trust is a two-way street” and that’s true between two people, but in today’s complex workplace, it’s more than that. For businesses to operate smoothly, it’s important employees not only trust one another, but trust their bosses, executives and the organization as a whole as well. Distrust in the workplace can cause employees to doubt their abilities
Servant leadership is often called the most important aspect of leadership. Successful leaders understand that it isn’t enough to lead employees — you have to actively help them succeed. A servant leader helps her team develop their skills, and in doing so improves the entire organization. This week, I’ve been reading about how a servant leader can improve the workplace
Good leaders are essential to creating an engaged, productive workforce. Employees will rally behind leaders who are honest, collaborative, fair and innovative. By cultivating these traits, you’ll be more likely to foster an environment where employees will thrive and dedicate themselves to doing their best work. This week, I’ve been reading about what you can do today to make yourself
“Servant leadership” is a term coined by Robert K. Greenleaf in his 1970 essay “The Servant as Leader”. Servant leaders get things done by first taking care of the needs of the people they’re leading. Does this mean servant leaders are pushovers? Absolutely not. Rather, they make themselves available and share their time, knowledge and experience to help others succeed.
Over time, everyone has the capacity to fall into a rut and start phoning it in on the job — even typically engaged employees. And every employee will, from time to time, have to do work that doesn’t thrill them. When these things happen, employees need an extra shot of motivation — and it’s up to leaders to provide it.
Back in the 1990s, in the early days of Paycor, senior leaders went through a facilitated exercise that resulted in the creation of the company’s nine Guiding Principles, says Executive Vice President Stacey Browning. These principles aren’t just platitudes; they reflect the values of the online payroll services and human resources solutions company that now has more than 900 employees
This is an excerpt of a post that originally appeared on TLNT on Jan. 15, 2015. If you’re a human resources executive, there’s a good chance maintaining or improving employee engagement is on your list of your department’s 2015 goals. To help you get the most out of your employee engagement efforts in 2015, I suggest taking these three steps:
Employee engagement starts with strong leadership. It’s hard to engage with your work when you aren’t being guided by an effective leader. But a great leader can make all the difference even when other things aren’t ideal. This week I’ve been reading about ways to develop leadership skills. Here are some articles that can help you build your leadership skills