Each week we bring you news, opinions and research on Employee Engagement, Leadership and Motivation, along with some thoughts on practical workplace applications.
It’s Not You, It’s Me: Surprising Ways to Tap into Millennial Motivation
We’ve seen the usual advice for managing Millennials: make it about them; use technology; offer plenty of incentive. But in an increasingly competitive workplace landscape, the familiar advice might not be enough, and it might not be correct. This research from training mag examines the neurology of the Millennial mind to uncover a few surprising, and seemingly backwards, ways to get younger employees to take on the mantle of leadership in 2016. The themes are:
Be Less Tech-Driven
Combine Experience and Exploration
Tell a Story
Set High Expectations
Millennials will soon will make up a large part of the 2016 workforce, so it’s time we adapt to the changing needs of a new type of workforce.
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
The researchers started with a cage containing five monkeys. In the cage, a banana was hung from the roof with a set of steps under it. Before long, a monkey goes to the stairs and starts to climb towards the banana. When he touches the stairs, all the monkeys are sprayed with with cold water.
See here why this story relates to innovation in business.
Take Charge of your career, team or organisation by aligning individual goals with organisational priorities. To learn more, call 03450 523 593
The Most Important Leadership Competencies, According to Leaders Around the World
What makes an effective leader? This question is the focus of research by Dr Sunnie Giles, an organizational scientist, executive coach, and leadership development consultant, writing here for Harvard Business Review. Looking for answers, he recently completed the first round of a study of 195 leaders in 15 countries over 30 global organizations.
Participants were asked to choose the 15 most important leadership competencies from a list of 74. He has grouped the top items into five major themes that suggest a set of priorities for leaders and leadership development programs. While some may not surprise you, they’re all difficult to master, in part because improving them requires acting against our (hard-wired) nature. But with deep self-reflection and a shift in perspective (perhaps aided by a coach), there are enormous opportunities for improving everyone’s performance by focusing on our own. Much more here.
The Science of Employee Engagement
pharmiweb.com reports that according to a recent survey (of over 1000 employees) carried out by leading international staffing agency ProClinical, a third of staff working within the life sciences industry are disengaged in their jobs and at risk of leaving in the next 12 months.
The survey showed it takes more than just a good salary to keep them motivated and loyal. Participants were asked a series of questions about commitment, caring, trust, recognition and job satisfaction and it emerged that only 67% are engaged at work. [Better than the global average reported by Gallup – Ed]. Pay was ranked only 5th in importance for engagement. Instead, working in a role that is challenging and aligned with their skills motivates employees the most. Career development opportunities and receiving recognition were rated second and third, respectively.
These findings chime well with our observations at emenex, where we constantly see the importance of alignment of organisational vision and priorities with individual aspirations and motivation. You can register and download a free copy of ProcClinical’s report here.
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