Archive for the ‘Employee Engagement’ Category

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Be “at Cause”

Monday, November 25th, 2019

John Lavelle said: “Ecstasy is a full deep involvement in life.”

What does that mean? Basically, what he’s saying is be “at cause.” Be the person who sees what needs to get done and then step in and make it happen.

Look at the person who supervises you. I bet they could use some help making things happen. Look at your customers. I bet they have other needs that aren’t being met. Look around everywhere around you. I bet you have coworkers who could really benefit by what you have to offer.

Be at cause so that you can experience the full deep involvement in life. You’re the one who steps in and makes great things happen.

Posted in Employee Engagement, Improving Morale, Leadership, Motivating Employees, Personal Transformation, TGIM Workplace, Workplace Performance, Workplace Productivity | No Comments »

To Activate Others, Bring the Energy!

Monday, October 21st, 2019

To activate others to be enthusiastic, you must first become enthusiastic yourself.

We have an energy that transfers to others around us. You know a person who walks into the workplace exhausted—they pull the energy out of everyone around them. You’ve had your energy pulled from that person. Perhaps you’ve even been that person.

Alternatively, if you choose to come into the office with an enthusiastic mindset and belief system and you choose energy—even though you’re exhausted, even though you’ve been working hard—that, too, is contagious.

Are you the kind of person whom others want around to catch the energy that you have? Ask yourself that every day and decide to bring the energy to the game.

Posted in Culture Transformation, Employee Engagement, Motivating Employees, Workplace Performance | No Comments »

Progress as Promised!

Monday, May 13th, 2019

Researchers are learning more all the time about the importance of feeling progress toward our workplace goals. It’s called the Progress Principle, and it’s fast becoming a big part of the conversation about employee engagement. In fact, the Harvard Business Reviews research shows it is the most important motivator.

Multiple studies have shown that a feeling of progress in our work is at or near the top in motivation—way ahead of traditional incentives like raises and bonuses.

But not everyone is paying attention. In a survey that asked managers to rank five employee motivators, the feeling of progress came in dead last.

Let your competition pour money into more expensive motivators. A feeling of progress costs little or nothing. Break large projects into smaller benchmarks, and celebrate each step as it’s achieved. It’s as simple as that.

It’s yet another opportunity for those who are paying attention to pull ahead of the pack.

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Posted in Employee Engagement, Motivating Employees | No Comments »

Do you feel underappreciated?

Monday, May 29th, 2017

 

Do you feel underappreciated? You see, we give what we want and so if you’re feeling underappreciated, I’ve got a challenge for you. What if, from now on, you began to appreciate? What if you said to your team members, “I really appreciate how you always do everything on time. I always appreciate how you always hit your numbers. I really appreciate how you always bring a positive, can-do attitude to everything that you do.”? That’d be a cool thing to do, right?

And what if you appreciated your boss? You see, bosses don’t have their carpeting worn out by people who are walking in to appreciate them. And yet, when you create a positive influence on your boss and let them know that you appreciate the kind things they do, the guidance you give, the hard conversations they have with you because they’re coming from a place of love, know that they’ll appreciate you a whole lot more because they’ll feel like you’re into the relationship.

So how can you build your relationships by bringing more appreciation to all your teammates, to your supervisor and in your personal life as well? It’s going to be fun trying, isn’t it?

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Exceeding the minimum

Thursday, November 17th, 2016

It’s easy to fall into the habit of doing just what’s required and no more. I mean, if they wanted more, they would have asked for it, right?

Sure.

Perhaps stop thinking about it as having a job. You don’t have a job. Instead, you have responsibilities. And if you want to keep that job, you need to meet and exceed those responsibilities. That is the game.

But let me ask you this: Do you pay the minimum amount due on your credit cards each month? If you do, you might want to take a close look at your next statement. Give the minimum and it can take seven or ten or twelve years to pay off the balance.

But if you pay MORE than the minimum, you’ll polish it off in a fraction of that time—and pay a whole lot less.

Now apply the same logic to your job. If you’re just doing the minimum, you might be digging yourself a hole. If you think it’s okay to have your coat on at 4:59 every afternoon, for example, you might be the first one out the door in a way you DON’T want.

Instead, make a point of exceeding the requirements of your job. Blowing past expectations is the best way to make yourself irreplaceable.

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