Each week we scour the web to find you the most informative, inspirational, and insightful articles about Motivation, Morale, Employee Engagement, Leadership, Followership, Strategy and Culture. Then we edit them into bite-size chunks, to give you the essentials without the fluff. Here are this week’s must reads:

Performance Management: Assess or Unleash – 29th July

A new report by Blessing White has found that 50% of employees believe that performance reviews offer no insights into improving their personal performance and over two thirds say performance reviews have no impact or negatively impact their engagement.  This infographic summarises the key findings and provides a link to the full report (registration required)

5 Easy Steps to a Wellness Programme Employees Love – 28th July

Wellness programmes are much more than health cost reduction, e.g. absenteeism.  They demonstrate that an employer cares about their staff, increasing engagement, commitment and retention.  This article from Employer Benefit News (EBN) sets out 5 steps to implement and effective programme that will enhance your employer brand.

Taking Charge of Your Professional Development: The Warrior Way – 28th July

Warriors at the Helm is a book about the behaviors of the good, the bad, and the ugly of people in Corporate America. Specifically, it defines the traits and behaviors of the individual contributors who do the right things, the right way: “The Warriors.”

The book, by Juan Carlos Marcos, also defines the behaviors of the people who can be lazy, duplicitous, clueless, malcontent, and blame-oriented: “The Barbarians.”

Finally, the book provides perspectives on how to become a better Warrior, how to manage the Barbarians, and how to successfully navigate careers.

Whether you are just getting started or you are a 30-year veteran, nothing is as valuable to your growth and for preparing you for your success as learning through trial and error. However, modern-day corporations can be very unforgiving or impatient through your learning process.

So, specific to learning, what are some of the behaviors Warriors exhibit that enhance their development? For a detailed answer to this question, and much more besides, read Marcos’s article in full here at trainingmag.com

He believes most of us are capable of controlling much more about our work life, careers, and, in turn, our legacy than we think might be possible. Be a Warrior and take control of your destiny.

Why Sincerely Caring for Your People Yields the Greatest ROI – 27th July

Sheldon Yellen makes a strong case for leading from behind.

Your colleagues are the face of your company, and if they feel connected to you and your business, they’ll be your best brand advocates. The colleague who feels connected won’t mind a wake-up call during an emergency. In fact, he’ll be proud that he was the one getting the call! Building these connections means developing a few key habits.

  1. Establish all-the-time relationships – When you build all-the-time relationships, you’ll find that you have team members who are always willing to go the extra mile. They’ll go above and beyond without even bothering to let you know — they just do it.
  2. Open the lines of communication – Let everyone know that you’re approachable. Encourage people to talk to you, hand out your cell phone number and open the lines of communication.
  3. Remember people’s stories – Every person has a story, and every story has a hero. Listen to all the stories around you, then remember those stories.
  4. Match your colleagues’ tone – There’s no reason to let clothes stand in the way of a meaningful connection – where the clothes that make you approachable.
  5. Show appreciation always – Even though he now has offices in 31 countries, he still handwrites birthday cards and thank-you notes and sends random surprises to people.

It’s simply all about putting people first. When you take a more personal approach to leadership, you’ll see human connections flourish in your company culture.

The 5 Types Of Innovation For The Future Of Work, Pt. 1: Employee Innovation – 27th July

Employees are the most valuable asset that your organization has, not some of your employees, all of your employees. Therefore it doesn’t make much sense to only rely on a few employees to come up with new products and services, says Jacob Morgan, author of The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization, writing here for forbes.com

As the world of work continues to evolve at a rapid pace innovation continues to become both a top priority and a top challenge. For most companies, innovation is handled behind closed doors in a secluded part of the company that only a few have access to. This type of innovation is no longer practical, scalable or effective when thinking about the future of work.

In order to succeed and thrive in this rapidly changing world, organizations must adapt by implementing five innovation models, all five of these are crucial claims Morgan. The five innovation models are:

  • Employee innovation
  • Customer innovation
  • Partner/supplier innovation
  • Competitor innovation
  • Public innovation

In this first part, he draws from examples at Toyota, Whirlpool and Adobe. Parts 2 to 6 will follow on forbes.com.

Employee Engagement Matters – 25th July

Employee Engagement levels still struggle globally and this article in The Guardian (Canadian edition) suggests that employees who rise too quickly into management roles, unprepared for the change in thinking and behaviours, has a lot to do with it.  The article suggests 4 things that can address the issue and make managers more engaging.

An Employee Engagement Strategy That Guarantees Success – 24th July

The problem with a top-down approach to employee engagement is that the biggest factor in an employee’s  engagement is their direct line manager. In fact, according to this Huffington Post video and article, 70% of the variance in an employees engagement is down to the line manager. A successful engagement strategy give employees a voice and makes the manager a facilitator no a problem solver.  Read more.

How to Fall Back in Love with Your Job – 23rd July

Even exciting jobs have boring days. And when you’ve been doing the same tasks, going to the same office, and working with the same people day in and day out, you’re bound to fall into a rut on occasion. When that happens, how do you recognize what’s happening and counteract it? What can you do to revive your interest in your work? And how do you know the difference between being in a temporary slump and needing to leave your job?  IN this HBR article, Carolyn O’Hara suggests 7 ideas on how to revive your interest in your work.

4 Moves Smart Leaders Make to Get Better Team Results – 23rd July

Teams at work are like portfolios of people with different skills and performance patterns. Like smart investment managers, smart people managers figure out how to shift their investment of time and energy from some parts of their portfolio so they can invest more in other parts where there is more potential for improvement. Here are four moves that smart leaders do to get the highest overall return from their team.

  1. Stop Micromanaging your Exemplars – The Exemplars are the star performers who produce great results without needing much help from you. Get out of their way.
  2. Start Managing your Passengers – Passengers are the folks on your team who show up to work but don’t produce results. Good things will happen when a leader starts holding Passengers accountable for the same results as their peers, .
  3. Stop Enabling your High Cost Producers – The High Cost Producers on your team produce good results, but they incur high costs along the way. Making your High Cost Producers accountable for cleaning up their own messes and making their own decisions is the best way you can force them to develop the skills they need to be independent.
  4. Start Addressing your Detractors – Your Detractors are the people who are not pulling their own weight and are also pulling everyone else down because of the problems they cause. They need to know the status quo is not sustainable, they need to get out of the rut they are in, and that you will do all you can to help them.

Your Team Can’t Read Your Mind – 23rd July

When you live or work with people for a while, it’s easy to assume that they can read your mind and that you can read theirs. Whether it’s a spouse or a long-time team member, you may presume that you know what they’re thinking and that you can save time and effort by not having to spell everything out. Unfortunately, though, mind reading is a risky short cut, and is more likely to backfire than not.
In this HBR article Anna Ranieri suggest several ways to take the risk out of interpersonal communications. Read more.

76% of HR fear talent deficit threatens future of their business – 21st July

Results from a global survey of 840 HR Professionals, highlights the concerns over talent management, development and retention.  84% say its harder than ever to attract and retain high achieving employees and only 34% are confident about their employer brand. Developing smart internal as well as external talent development pipelines is a key priority says the report.  Read more.

About Emenex

We help you make your people great.

Emenex enables organisations to get the best from and for their staff. Leaders approach us when they have challenges associated with motivation, productivity, retention, talent management 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. The solution our clients are choosing to implement is the extraMILETM Employee Engagement Programme.

The extraMILETM Employee Engagement Programme delivers all the tools and skills leaders need to clearly define and communicate organisational priorities to employees. For employees, it ensures they are prepared and able to align their personal and career goals to the priorities of the organisation. The continued growth and development of both teams and individuals builds loyalty, commitment and engagement. It builds an organisation better able to meet future challenges and leads to higher performance and customer satisfaction.

The result? Individuals and their organisation excel. Get in touch to find out more.

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