At times, producing and achieving growth in the workplace can seem complicated, even daunting. Often we find ourselves chasing abstract theories to increase sales or production, but really, getting back to the basics is all it takes. Have you ever heard of the additive effect? It’s a scientific concept emphasizing that each element of a compound has a unique role and it’s own added value in predicting an outcome. Basically, each piece is critical in order to get the desired outcome, so how is this concept applied to the professional world? Many studies have found the key elements to achieve significant natural growth in the workplace are effective managers, talented employees, an engaged workforce, and an environment built around employee strengths. Check out these key concepts to see what changes you can make in your company to naturally grow your revenue.
Have you ever worked on a dysfunctional team? Morale and production are usually pretty low and watercooler chatter tends to only kindle the negative environment. It’s not enjoyable for anyone and is detrimental to a company. Luckily, with a little TLC, teams can turn from lackluster to brilliant functioning units. Check out these 10 ways to make your team stronger and more successful than ever.
Internal communication is an essential function in every company. Without efficient communication, executive decisions and direction never make it to employees, and progress stalls. In companies of any size, middle management is often responsible for communicating strategy from executives to their direct reports. If the direction that is given by upper-level management is miscommunicated, the manager in the middle may pass incorrect or misguided instruction, delaying progress. This plight of the middle manager is often called the frozen middle.
This delay in transferring information can impact company success and cause frustration for employees. So what can a middle manager do if they get stuck in the frozen middle? JobHero outlines some of the best ways for managers to tackle this communication issue. From providing upward and downward feedback to identifying communication gaps, managers can learn to thaw the frozen middle and propel their company forward.
According to Gallop, millennial employee engagement is at a dismal 30%. They define engagement by an employee’s enthusiasm and commitment to their work. That means the other 70% of employees are either not engaged or actively disengaged. Those are pretty staggering figures, and those figures have a direct impact on the success of their corresponding workplaces. What can companies do to change this? The company-employee interaction must change for the better if workplaces want to save hard earned revenue from being wasted by constant turnover and less than fruitful work hours. Check out the infographic below describing the major contributors to employee satisfaction.
38% of employees would rather do unpleasant activities than sit next to their micromanaging boss. Although intentions may be meant well, micromanagers hurt employee morale and can stifle productivity. Yet the line between being a leader or a manager can be a bit blurry. Check out these six ways to recognize if you may be showing symptoms of micromanaging your team and see a couple of tips on how to improve those tendencies. Not only will you be happier but your team will be too!
Motivation is one of the greatest responsibilities a leader has. How do you effectively motivate your team or workforce to not only produce results but also retain satisfied employees? 30% of executives say this is the most difficult part of their job. If you think there is a simple straight forward solution, think again. Check out what really motivates people and how to best go about it and how not to.
Being a leader is an honor and a privilege, but it can also be a daunting task. Your team looks to you for inspiration and guidance while management counts on you for measurable results often in tight timelines. Learning to navigate the white waters of successful leadership is paramount not only to your success but also to everyone who counts on you for their success as well. Check out this helpful 7 step guide that will set you up to deliver the results you are looking for.
Leadership Development has grown tremendous traction over the years across industries. The results speak for themselves. 76% of those involved in a leadership development program are promoted into leadership positions within three years of their training. As the Boomer generation retires, companies everywhere are finding themselves in a leadership crisis but have begun to heavily invest in the next generation. Check out these stats.
Is your company ready for a change in leadership? When the old step down and the young step up, will they be ready? Companies are realizing the void between their current leadership and the next in line. Grooming the next generation has never been more important as finding and retaining talent presents a greater challange with job openings outnumbering the unemployment figure for the first time in 20 years. Check out this article to see how you can get ahead of the curve through leadership development planning.
The employee talent needed to succeed in today’s world continues to change. Not only are technological advances, new media, and the global market more influential than ever, but finding the right talent with the necessary skills to react to this evolving environment is paramount. Check out the top ten work skills to keep an eye out for in 2020.