By Todd Dewett | Monday, April 20, 2015
Employee engagement matters. It improves morale, productivity, and retention. Stronger engagement means stronger performance.
Many factors influence engagement, including the quality of the leader-follower relationship, trust in management, and the use of recognition and rewards.
Career-development activities—especially training—are another strong and sometimes overlooked contributor to engagement. This is particularly true in the managerial ranks. While we know that management-related training produces better managers, companies still don’t always provide it.
One reason has always been cost, but that simply isn’t an excuse with today’s online learning options. In fact, it’s now possible to add more value than we did back in the classroom—at a fraction of the cost.
By Jess Stratton | Monday, May 19, 2014
This week’s Monday Productivity Pointers focus on creating good habits, and more importantly, being held accountable for them!
An iPhone app called LittleBit exists just for that purpose. LittleBit helps you change your lifestyle just a little bit, each and every day for 30 days. Hopefully, by the end of that 30 days, you’ve turned your goal into a habit and can move on to a new habit you’d like to adopt.
By Todd Dewett | Wednesday, February 19, 2014
Explore Management Tips at lynda.com.
This week we’ll focus on various aspects of motivation. The first tip is a classic method of bonding with the team. I like to call it motivating by getting your hands dirty.
Many bosses overindulge in “being the boss,” happy they no longer have to do the work they used to do. They don’t have to build things; they manage people who build things. They don’t have to write code; they manage people who write code. You get the idea.
By Todd Dewett | Wednesday, January 8, 2014
No matter how much talent your team members have, you’ll only get their best efforts when everyone feels properly motivated.
Many practicing managers are misinformed about what it means to motivate a team. They think that yelling or screaming or threatening will motivate people. They think that simply offering money will motivate people. Not true. Fear–based tactics can get you short-term compliance—but they’ll undermine your team’s long-term commitment and motivation. And money can be a useful motivator, but it’s often just a distraction that interferes with focusing on the inherent purpose of our work.
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