Thursday, May 19, 2016

Why Your Employees Pretend to Work 80-Hour Weeks

Whether you know it or not, your employees feel immense pressure to be committed to their jobs--and available 24 hours a day. 

You might, at first, be happy about this. What kind of founder doesn't want a hard-working staff? But the reality is more nuanced. While you might think your team is devoted 24/7 to work, in truth, most of them are finding ways to deal with your company's inclination toward workaholism. 
In fact, according to research published yesterday in the Harvard Business Review, your employees are likely to cope with the pressure to be perpetually available in one of three ways...Read on Inc.com

Wednesday, May 18, 2016

3 Dysfunctional Ways We've Adapted To The Hell Of The 24/7 Workplace

How do you deal with the “cult of busy”? That’s the term Erin Reid uses to describe today’s work-first culture in which ideal employees are expected to put their jobs first, work all the time and be constantly available to the boss.

In the June cover story of Harvard Business Review, “Managing the High-Intensity Workplace,” Reid and coauthor Lakshmi Ramarajan describe how workers adapt to these demands. It’s not a good look for anyone.

“Our research shows that being always available is actually dysfunctional for everyone at some level,” Reid, an assistant professor at Boston University’s Questrom School of Business, told The Huffington Post.

Recall the recent portrayal of employees at Amazon, where work culture is so bruising that The New York Times reported workers were crying at their desks. In the company’s warehouses, workers collapse from exhaustion.

It’s not just employees who suffer. When companies create a work-first culture, turnover is likely higher — people quit, and the cost of replacing them is high. Read more on Huffington Post

Wednesday, May 4, 2016

Employee Engagement the UPS Way

Does your team lack cohesion? Do you often ask yourself if your employees are even taking you seriously?

Would you like to transform your “me” culture into a “we” culture?

In his new book, Leadership Lessons from a UPS Driver: Delivering a Culture of We, Not Me, former UPS International president and one-time driver, Ron Wallace, reveals how to establish quality employee engagement that builds strong, unified teams for lasting business success.

Wallace knows a thing or two about leadership and team building: during a career of nearly 40 years, he served as a UPS driver for six years and eventually became the president of UPS International, leading more than 60,000 employees and overseeing the operations of UPS in more than 200 countries. Drawing on decades of experience leading one of the most well-known and successful companies in the world, in his new book, Wallace shares essential tips for growing the best team of inspired employees to make any business thrive.

In the book, Wallace gives several tips on how leaders can build a “we not me culture” and deliver exceptional results. Read more on Huffingtonpost

Thursday, April 28, 2016

Why Trust Motivates Employees More than Pay

Everyone knows that a workplace in which people feel appreciated and valued, with more autonomy, is a more pleasant place to work than one in which they don’t. What has been less certain is that workplaces with high trust and a strong culture actually do better as businesses.

Now, with the release of a new study from ethics and leadership advisory firm LRN, we are getting closer to proving a link between the two. The 2016 edition of The How Report, provided exclusively to Fortune, has some surprising--and mostly encouraging--findings. The most compelling: Organizations deemed “self-governing”--defined by LRN as companies in which “employees are inspired by a desire for significance and encouraged to act as leaders regardless of role”--really do outperform their peers. That outperformance is measured by a yardstick that combines market share, customer satisfaction, employee engagement, and the longer-term sustainability of the business. Says LRN founder and CEO Dov Seidman: “What were once considered ‘soft skills’ are becoming the new hard currency.”  Read on Yahoo

Tuesday, March 22, 2016

Why Employees Quit

It has long been said that a company’s assets go up and down the elevator daily. Most employers tend to hire fast and fire slow, which is the exact opposite of what they should be doing. If your employees are your most important asset, then once you have made the decision to hire someone, you probably want to keep them in your employ as long as possible. In most cases, employees continue to learn and become more valuable to your business every day.  Read more on Herald-Tribune

Thursday, March 17, 2016

How Technology Is Changing Market Research

Marketresearch.com asked a wide variety of market research professionals, executives, and consultants to explain how technology is changing market research. As you may suspect, we encountered conflicting points of view on this topic. While most responded positively, using words like “exciting,” “faster,” “cheaper,” and “easier” to describe the effects of technology on market research, a few others fell on the opposite side of the spectrum, citing reliability and quality concerns.
For a range of diverse viewpoints, read through the 23 different quotes from leading industry commentators. Read more on marketresearch.com

Friday, March 4, 2016

Thursday, January 21, 2016

Insightlink's Annual Survey of the American Workplace

The proportion of U.S. employees with more work than they can handle has increased steadily since Insightlink began conducting employee surveys over 15 years ago. This finding aligns with public health concerns that stress is becoming a workplace epidemic. Anxiety, exhaustion, burnout and fear of losing their jobs are reported with increasing frequency in Insightlink’s employee research. And not to forget that there is a clear correlation between high stress levels in employees and increased absenteeism, reduced productivity, higher levels of disengagement and excessive turnover. Read more on PRweb

1.2 million Walmart workers to get pay raise

Most Walmart employees in the U.S. will get a raise next month as part of the second phase of the company's commitment to higher wages.

More than 1.2 million workers at Walmart and Sam's Club will see a pay bump on Feb. 20, in line with Walmart's promise to bring its minimum hourly wage up to $10 this year. Entry-level workers, however, will still receive $9 an hour until completing an in-house training program. The average full-time hourly wage will become $13.38.

Walmart also announced a new paid time-off policy, making vacation days available immediately as they're earned and eliminating a previous requirement that employees wait one day before taking sick time. A new short-term disability plan will also take effect this year at no cost to full-time hourly employees. Read more on USA Today

Tuesday, January 19, 2016

Stay Connected: How Everyday Leaders Engage People

Right now -- as you are reading this sentence -- almost 70 percent of your staff is alienating your customers, keeping you from achieving your goals, or costing your operation money that could be used for more productive purposes.

Scary, huh?

What This Means For You

Creating a fully engaged team has a real impact on your results. Organizations in the upper echelons of employee engagement beat their counterparts in productivity, profitability, and customer ratings -- in some cases by more than 20 percent. They have lower absenteeism, less shrinkage, fewer accidents, and better quality.

The most actively disengaged are easily recognized. They undermine others' performance. Their discontent is readily visible, and they suck the life out of your organization.

Many of the unengaged are more difficult to see, however. They aren't necessarily unhappy, and they may even be meeting minimum job expectations. They just aren't providing the discretionary effort or sharing ideas that could make your operation stand out in the marketplace.

What You Can Do

Friday, January 8, 2016

Workplace Stress: The Health Epidemic of the 21st Century

It's no surprise that workplace stress is a bigger problem today than even 10-years ago. In the 1990's the term work-life balance was coined to describe the solution for being able to "have it all" and manage it with ease. Time management courses popped up all over Corporate America in effort to help people balance their family, career, health and social life; promising a golden solution via setting priorities, maintaining a schedule and creating time boundaries. People everywhere jumped at the chance to bring solace to their life by way of this new buzzword, but rather than balance many found themselves taking on more and feeling greater pressure to perform better in all areas of life. The result...more stress. Read more on Huffpost

Thursday, January 7, 2016

The American Workplace Is Broken. Here's How We Can Start Fixing It.

The way we work doesn’t really seem to be working.

 Americans are working longer and harder hours than ever before. Eighty-three percent of workers say they’re stressed about their jobs, nearly 50 percent say work-related stress is interfering with their sleep, and 60 percent use their smartphones to check in with work outside of normal working hours. It’s no wonder that only 13 percent of employees worldwide feel engaged in their occupation.

Glimmers of hope, however, are beginning to emerge in this bruising environment: Americans are becoming aware of the toll their jobs take on them, and employers are exploring ways to mitigate the harmful effects of stress and overwork. Yet much more work remains to be done.