Recognizing that you need to do something proactively is the first step in keeping talent retained and engaged. Be mindful that this isn’t a one-time fix – it’s more important than ever to keep lines of communication open between leaders and staff. As a leader, the key is to strengthen and build trust with your team, and that happens when you’re available, when you listen to them, and are open and honest about what’s happening in the organization.
Communication is job one – redouble your efforts. Taking the time to share news and ideas with staff will do wonders in reducing any anxiety that may be present. Help the team
understand why you’ve had to make some of the decisions that may have adversely affected them and your candor will go a long way in keeping them engaged. If you do have folks who’ve become disenchanted, talking it through is the quickest way to rebuild connections and trust.
Use these additional employee discussions to seek their ideas for generating revenue or
reducing costs – they’ll appreciate being asked and you may gain a new idea or two. Be open to other ideas as well…now might be a good time to consider flex-time, or even flex-place options to keep workers engaged and onboard.
Teams that click don’t fall from the sky. It takes time and focused effort, but keep going and your consistency will pay off. Enjoy our teamwork tips for powerful team building ideas to inspire, develop and challenge your team. Click to read more below for this week’s teamwork tip, founded in the research from O.C. Tanner’s New York Times bestseller The Orange Revolution, by Adrian Gostick and Chester Elton, and get your team on track to breakthrough performance.
I first saw this Lufthansa commercial in 1998. Trust me: the impact is strongest when you watch it without any context and my comments will have spoilers, so don’t succumb to the temptation to jump ahead.
The first time I watched this ad, I was nearly through to the end before I realized the visuals from the last half were exactly the same as in the first half. What felt threatening and chaotic in the first half looked beautiful and poetic in the second half. The only difference in the two montages: the music. It’s a powerful illustration of how we can see can see things in a different light, depending on our perspective.
I remember getting a hand-written note from my boss in my first post-college job. In it, he praised me for a talent I didn’t even know I had: being “inventive.” His pointing this out helped me see opportunities to make more use of that talent. It made me approach my work in an entirely different way, and led to successes beyond anything I expected–all from a change in how I viewed myself and my abilities.
Thanks to all who attended last week’s O.C. Tanner webinar on “Employee Recognition for the Multi-Generational Workforce.”
For those who missed it, there’s still a chance to listen to R.R. Donnelley’s Executive Vice President and Chief Human Resources Office Tom Carroll, as he brilliantly explains how generational gaps can be bridged through recognition strategies. Visit the webinar recording to playback or download.
Growth. Innovation. Transformation. They’re key buzz-words for any business. But linking those principles to actual change can be hard to execute, and even harder to duplicate.
Former CMO of Proctor & Gamble and now best-selling author Jim Stengel shows how organizations successfully sync business objectives with foundational human behaviors and ideals to perpetuate real improvement in his newly launched Grow: How Ideals Power Growth & Profit at the World’s Greatest Companies.
Grow is rooted in a 10-year study following global businesses to explore “the ‘cause-and-effect’ relationship between financial performance and fundamental human emotions, hopes, values and greater purposes.” Stengel explores the importance of making the connection between financial performance and customer and employee engagement. And when the research reveals that business leaders who center their business on improving people’s lives have a growth rate triple that of competitors and outperform the market by a vast margin, we agree that it’s time to apply this same formula as we all sow the seeds of great work.
Today’s webinar presented by O.C. Tanner featured Tom Carroll, Executive Vice President and Chief Human Resources Officer at RR Donnelley and Sons. He spoke on employee recognition for the multi-generational workforce, which was first discussed with our audience at the 2011 Executive Recognition Summit in New York City. Here are some highlights from Tom’s keynote at the Summit.
With a Master’s Degree in Clinical Psychology, Tom Carroll leads 60,000 employees worldwide for RR Donnelley & Sons—a 10 billion dollar, Fortune 250 Company. A renowned executive coach and facilitator, Carroll has spent years researching the generational make-up of the American workforce and the life experiences that affect them. Why is this important to understand? Because as Carroll said, “Life experiences really set our beliefs. Our beliefs cause us to attribute value; what we value motivates ourselves. And when leaders understand what motivates, unexpected and exceptional results follow.”
The different generations are influenced by everything from world events and national issues to what’s happening in the community and with families—and how that sets the tone for the dominant emotional tenor.
You’re certainly not alone if you’re frustrated by this issue. Some managers don’t believe in motivation and recognition, but their numbers are dwindling. Most who do are well-intentioned but get distracted. Here are a few ideas to consider to help you become more effective…
Teams that click don’t fall from the sky. It takes time and focused effort, but keep going and your consistency will pay off. Enjoy our teamwork tips for powerful team building ideas to inspire, develop and challenge your team. Click to read more below for this week’s teamwork tip, founded in the research from O.C. Tanner’s New York Times bestseller The Orange Revolution, by Adrian Gostick and Chester Elton, and get your team on track to breakthrough performance.
