Motivation

Not trading your happiness for money with Jardena London

We conducted a Q&A interview with Jardena London, Transformation Leader and Blogtoon Publisher at Rosetta Technology Group, around work-life balance, how employees embrace change and leadership.

 

Could you introduce yourself and what you do?
I like to say that I help work not suck, or said more politically correctly; I help organizations become healthy, productive and fun. Most of my work is in the space of Business Agility, but I also publish a daily blogtoon and I’m doing some work on increasing the Gender Quotient in the workplace.

Making Employee Engagement More Than A Tick Box with Shea Heaver

We conducted a Q&A interview with Shea Heaver, Founder at OptimaWork, around employee engagement and business transformation.

Could you introduce yourself and what you do?

Engage Employees in the Engagement Process by Shea Heaver

Although most organizations and management understand the need for Employee Engagement, most still struggle to create it.

Why is that?

Well in most cases it is simply down to the fact that it is still viewed as a Management and/or Human Resources function....or burden depending on where you stand.  

The old (and very time-consuming) method of seeking staff feedback via a lengthy opinion survey and then digging through all the data looking for a golden nugget is still widely used and seen as the only option in many circles.

Maslow in the Context of Leadership and Employee Engagement by Shea Heaver

In 1943 Abraham Maslow first brought his Hierarchy of Needs theory to the world in which he looks at what motivates individuals.

He claimed that people are motivated by things and circumstance that range from basic survival up through up to the ability to reach and achieve one's full potential.

That sounds like something which could be applied in the workplace to elevate employee's motivation from simply being there to get a paycheck all the way up to performing at a very high level...

...and actually, enjoy doing it.

50, yes, 50, Employee Engagement Ideas

In today’s competitive work environment, the one thing that makes you stand out as a company is your people. When Dale Carnegie Training conducted a study of 1,500 employees, they discovered engaged employees significantly outperform. But how do you effectively engage your employees? Get creative!

Is 2018 the year of employee experience? by Jeff Wellstead

If you had to create a list of the companies you’d like to work for – how would you go about assessing which ones would be the best fit for you? 

The problem with things like the Best Place to Work surveys is that they tend to look at tick box criteria: how well people are paid, their benefits, training budgets, if they comply with employment legislation etc. What they don’t capture are the more important things that are harder to measure, like whether someone’s work is intrinsically interesting or meaningful.

How to Exponentially Increase Team Productivity by Roderic Yapp

I have previously written about personal productivity pointing out that not everything on the ‘to-do list’ has equal impact. I also wrote about planning using your energy levels and briefly touched upon the concept of ‘deep work’.

I think that most people know about these concepts but if knowledge was the only thing we needed, the advice on the internet would have made us all billionaires!

2 Simple Tips That Will Dramatically Improve Your Productivity… by Roderic Yapp

If you google ‘productivity tips’, chances are you will get lots of tactical advice, hints and tips that can help you cram more into the day.

‘Tidy your desk, work fewer hours, ignore your phone or even take a nap at work.’

My personal favourite is ‘get up early’. Bill Gates gets up at 0400 and he’s a billionaire. Therefore you should also get up at 0400 if you want to be a billionaire. It’s absolute nonsense. There is no correlation between how early you get up and how successful you will be.

Employee silence, an innovation killer by Karen Walker

Employee silence occurs when employees make conscious decisions to not provide information, opinions and feedback, raise issues or make suggestions. It can occur for a number of reasons, such as a belief that providing an idea or feedback is futile as it will be ignored, or a fear that expressing a view differing from that of colleagues or management risks professional relationships, job opportunities and security.

The Employee vs. the Organisation: The Mechanics of Employee Experience Design by Jeff Wellstead

In my previous series of articles, I addressed the urgency and desire for organisations to address enhancing Employee Experience in a bid to rapidly adapt their ability to attract, on-board, train & develop, enable and empower employees to be as collaborative, innovative and productive as possible – in a bid to stay ahead of their competition in the Industry 4.0 era.