Each week we bring you news, opinions and research on Employee Engagement, Leadership and Motivation, along with some thoughts on practical workplace applications.
How to Conduct a Personal S.W.O.T. Analysis
As a reminder, S.W.O.T. stands for:
- S = Strengths (internal)
- W = Weaknesses (internal)
- O = Opportunities (external)
- T = Threats (external)
So here’s how the process works: after defining your career aspirations and evaluating your skill set against the job’s requirements, the next step is to learn more about yourself and your external environment. To get in the right mindset of completing a S.W.O.T. analysis, start thinking about your career like a business and yourself like a product. For helpful tips and an example, see this article in full.
Quast’s Key Takeaway: because it encourages self-improvement, using a personal S.W.O.T. analysis to evaluate yourself and your competition will keep you at your best. Use the exercise to sharpen your strengths, improve your weaknesses, identify opportunities for development and neutralize or overcome your threats.
It’s time to move beyond engagement. Empower and align employees with organisational priorities to build a culture of high performance, well being and career satisfaction. To learn more, call 03450 523 593
I’ve just become a Grandad. The little man arrived two weeks early amidst the floods affecting the North of England. All the grandads I spoke to said what a life change experience it would be, but it didn’t happen. Read more.
Take Charge of your career, team or organisation by aligning individual goals with organisational priorities. To learn more, call 03450 523 593
Nearly Half of UK Employees left Uninspired by Job
According to new research (Employee motivation: Who came out on top in 2015?) conducted by Red Letter Days for Business, UK firms tend to miss the mark when trying to motive their workforce.
Here are some headlines:
- 34% of employees said they could not name a single occasion where they felt motivated at work last year.
- Of 24% of staff saying ‘yes’ they felt motivated at work in 2015, nearly half of the UK workforce collectively felt neutral or negative feelings towards their job.
- Only 14% said that they loved their job.
The most motivated at work last year were employees aged 25-34. The key factors that drive motivation were found to be a good work/life balance and having an inspirational boss. Great peers, a polite CEO and a pleasant office environment were also important.
The report also found that flexibility, freedom, high quality tools and recognition are key factors that can have a positive, and negative, impact on a workforce’s drive. Bill Alexander, CEO at Red Letter Days for Business, identified four motivational elements that create memorable moments with staff: “achieved, challenged, gained knowledge, and recognised.”
7 Leadership Mistakes to Avoid in 2016
Here’s a twist on starting New Year resolutions: common leadership habits to stop.
Forbes has compiled a list of mistakes you won’t want to make next year if being a better leader is on your list. Your team (and company) will thank you.
1. Only focusing on the big picture
The best leaders know that it’s a rookie mistake to fail to outline small goals for their people to achieve along the way.
2. Not delegating the work
This one’s a classic. Everyone’s had at least one micro-managing boss.
3. Failing to applaud small wins
Every big win is an accumulation of many smaller wins. So why would you let those everyday successes slip by unnoticed? Research shows that timely, meaningful recognition is the no. 1 thing that empowers employees to do great work.
4. Communicating poorly
Leaders who are good communicators inspire action and innovation, and foster the kind of teamwork and creativity that drive results.
5. Setting yourself apart
The worst leaders are the ones who believe they’re better than everyone else—and they don’t bother to hide it.
6. Discouraging innovation
You may think that you’re fostering innovation. But if you’re not giving people room to tinker, try things out, and make mistakes, then you’re not really opening the door to true innovation.
7. Forgetting to celebrate the milestones
Research shows that milestones are important occasions to celebrate and appreciate your coworkers—employees of all generations around the globe agree.
We help you keep your people great.
Emenex helps organisations get the best from and for their people. Organisations approach us when they have challenges with engagement, motivation, productivity, retention, talent management, management development and succession planning. They know that addressing these critical issues delivers higher levels of profit, productivity and customer satisfaction. They also know that a more progressive solution is required – one that delivers above and beyond expectations and enhances their brand with customers and staff alike.
Emenex has a great track record in supporting organisations with consulting expertise, tools, resources and skills needed to deliver the required results. The continued growth and development of both teams and individuals builds loyalty, commitment and engagement. An organisation that has aligned its values, priorities, structures and resources is better able to meet future challenges leading to higher performance and customer satisfaction.
The result? Individuals and their organisation excel.