Employee engagement is one of those management attributes that can be hard to define. Different companies characterize it differently, but there’s one thing they pretty much all agree on: They do want engaged employees
The performance of your employees is a reflection of your leadership. What does your team’s performance say about you? For many leaders, their team’s performance doesn’t say much.
A December 2016 BetterWorks survey of 1,000 employees found that 64 percent of respondents continued to feel that their company’s leadership wasn’t transparent in communicating top goals.
High-trust organizations operate on a dividend, or performance multiplier if you will, which increases speed and decreases costs.
Millennials see this new world as second nature. So how can you better harness the power of the Millennials — and, in fact, every employee — you lead?
Old-school leadership is just that, and what we do today is very different. To understand leadership, you need to be able to separate historic thought from current practice.
You think of yourself as a pretty authentic person, so you reasonably assume you’re likewise a pretty authentic leader. The “good leadership” thing to do would be to test that assumption.
As the competition for the best talent grows; businesses must reduce the disconnect between their talent requirements and the strategies and processes which underpin them.