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Employee engagement. Employees who have good quality jobs and are managed well, will not only be happier, healthier and more fulfilled, but are also more likely to drive productivity, better products or services, and innovation. This mutual gains view of motivation and people management lies at the heart of employee engagement, a concept that ...
- Goal-Setting
- Communication
- Collaboration
- Listening
- Conflict Resolution
- Adaptability
- Organization
- Accepting Constructive Feedback
- Integrity
- Productivity
Divide long-term goals into smaller, more achievable parts.Write down your goals in a journal, as a checklist, in a spreadsheet or an electronic document in your phone that you can refer to frequently.Create a vision board with a visual representation of your goals.Create a balance between meetings, one-on-one conferences and electronic communication to accommodate preferences.Establish a fixed appointment or routine that helps facilitate timely conversation.Assign a rotating discussion leader for in-person meetings so all members of the team have a chance to lead and facilitate discussion.Build camaraderie through brainstorming sessions, giving equal attention to all members’ ideas and input.Participate in team-building activities or working retreats to learn each other’s strengths and weaknesses and build a culture of supporting one another.In advance of a more involved project, work with various coworkers on smaller tasks to determine which partnerships will be effective for long-term success.Make eye contact and avoid glancing at distractions, such as computers or cell phones.Allow the other person time to think by not talking or interrupting during moments of silence.Express emotion appropriate to the situation, such as empathy, happiness, congratulations or encouragement.Ask thoughtful follow-up questions for clarification or to give the other person an opportunity to provide more detail.Participate in an organized conflict resolution training in a neutral environment before problems arise.Move away from the conflict if you feel too emotional—and wait until you feel calmer to discuss your concerns.Avoid accusing each other. Instead, try the following phrasing: “When you [miss our morning meeting], I feel[disrespected].”Before a project begins, acknowledge and accept that there will likely be adjustments.If a project changes course, take time with your team to reassess and redefine the scope much as you would at the beginning of a project by soliciting feedback and input from all members of the team.Use mantrasor read inspiring quotations that keep you calm and focused on outcomes, even if many aspects of your work change.Devote some amount of time each workday to organization, such as filing paperwork for 30 minutes after lunch or entering progress into a spreadsheet.Create a functional organization system—with physical file folders and backups on an external hard drive or cloud storage—where documents and files are labeled clearly and consistently.Keep high-priority tasks at the forefront of your organization system, whether that is an inbox for paper on your desk or an electronic task-management system that helps you with reminders and alerts.Encourage your company to foster a culture where both positive feedbackand suggestions for improvement are a regular part of office communication.Participate in a training that teaches best practices for constructive feedback.When you receive constructive feedback where correction is warranted, try to be humble and assess how you can implement even a small change.Be open and transparent when dealing with financial transactions like petty cash, company credit cards or turning in receipts for reimbursement. Only use company funds for allowed purchases.Use company time wisely by working hard on your assigned tasks during the hours you are expected to be there.Follow up on answers you have promised others, meet your deadlines without excuses and take responsibility for the results of your work.Try to focus on one task rather than multi-tasking. You can try closing your office door, silencing your phone or shutting down your computer for a period of time to meet a deadline. Every time you...Create a system that you can follow every day. That might be making a list every morning, checking email only at certain times of the day or being accountable to a coworker for motivation. Find som...Take short breaks when you feel especially challenged or tired. A short break, some desk yoga or a snack can help you feel revitalized and more able to refocus on the task.Aug 21, 2024 · What employees say matters most to motivate performance. A survey of over 1,000 employees creates a data-backed view of what motivates employees to perform. DOWNLOADS. Article (8 pages) The past few years have been a confounding time in performance management. Disruptions of long-standing workplace norms have led many employees to rethink their ...
May 31, 2021 · Summary. The last year has forever changed the way employees view and approach work, but one thing holds true: Businesses that want to attract and retain the talent they need to move forward must ...
Mar 14, 2021 · Being in control of their own work is a powerful motivator for employees: a Citigroup/LinkedIn survey found that 64% of respondents would turn down a 10% raise in favor of more flexibility in ...
Mar 15, 2024 · Employee development — often referred to as professional development or staff development — encompasses any professional training or continuing education that an employer facilitates in order to support workers in furthering their careers. It covers a variety of learning opportunities, including seminars, professional certifications, higher ...
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Jan 24, 2023 · We know that in our hyper-stimulated world, people struggle to focus. The authors’ recent survey of 1,600 employees and managers revealed findings that should be particularly alarming for people ...
