EMPLOYEES AND LEADERS SHOULD CO-CREATE THE BEST SCENARIOS FOR THEIR ROLES, PREFERENCES, AND CULTURAL EXPERIENCES TO ULTIMATELY HELP THEM STAY CONNECTED AND PRODUCE GREAT WORK.
Flexibility can mean different things to each of us, and we recognise there is no one-size-fits-all solution given the variety of roles, work requirements, and business needs we have.
TABLE SHOWS THE PERCENTAGE DIFFERENCE IN THE PROBABILITY OF THE ORGANISATIONAL OUTCOME OCCURRING.
To do great work is to put your heart and soul into something. To not only do what you’re told, but to put your stamp on something; to add a little extra; to have pride in your work.
Organisations that satisfy the three psychological needs increase several important outcomes:
increase in the strength of connection between the two employees
increase in the likelihood of helping their colleague with work in the future
Recognition helps maintain an energised environment, allows for more connection between people, and makes the employee experience meaningful.
I define connection as the energy that exists between people when they feel seen, heard, and valued; when they can give and receive without judgment; and when they derive sustenance and strength from the relationship.
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