Why doesn’t the reward of more hard work after a job well done motivate the most productive workers to stay with an organization? How can employers successfully appreciate employees and motivate them to maximize productivity?
The current market for proficient and skilled workers is tight, and it is getting increasingly competitive.
As a result, businesses large and small are calling their workers to return to the office this summer and fall, perhaps with the anticipatory sense that, since “we built it, they will come.”
First impressions can be lasting impressions.
Unlike a verbal conversation, emails create perpetual, written records of business messaging. If executed well, email is an effective and expedient form of business communication, but confusing messaging can leave a lasting bad impression.
A growing belief that diversity is on the rise in the workplace is not enough to proactively and successfully create the ultimate competitive advantages that help businesses pivot, adapt and thrive in “the new future.”
Giving constructive feedback that focuses on employees’ goals and helps them do better work—and be better people—is imperative, especially during this pandemic, and allows each employee to thrive.
Corporate America can no longer get away with merely issuing token public statements on websites or social media supporting social justice issues.
Some companies have been caught flat-footed in their attempts to quickly train newly minted remote employees on the latest and most relevant computer skills.
A Gallup poll showed the number of men who view sexual harassment in the workplace as a major problem is declining.
Remember that effective executive presence is not alluring charm or likeableness. Rather, it’s the product of temperament, competencies and skills.
Business leaders, managers and entrepreneurs should encourage intelligent failure to promote growth and innovation and to keep their organizations ahead of the curve.
It may be argued that the importance of negotiating for consumer goods, even big-ticket items, is not as important as big business deals. However, most big deals are built on a series of smaller deals that use effective negotiation strategies and techniques.
Indianapolis needs to attract out-of-state millennials. And this needs to happen quickly. Perhaps the best starting point for shifting workforce demographics is to look around and see which states are successfully attracting millennials.
Effective feedback is imperative to helping a workplace thrive—whether by increasing and maintaining quality performance from employees, improving flaws, helping with new skills, or creating a growth mindset in employees.
What should managers do? Should they encourage employees to limit discussion to safe topics like movies, the weather and how much they hate potholes?
A study highlighted in Harvard Business Review shows starting salaries of male MBAs from Carnegie Mellon were almost $4,000 higher than those of female MBAs. The researchers said that’s because most of the women “simply accepted the employer’s initial salary offer.”
Effective communication in the workplace among people from diverse cultures can be especially challenging, especially between a head office located overseas and the regional units in the Indianapolis metro area.
The good news is, people don’t expect online perfection from even the savviest leaders. People understand that leaders are bound to make mistakes when using online platforms to connect with stakeholders, share knowledge and increase transparency.