Friday, October 31, 2014

Transforming healthcare -- 65 global experts on 'What Works'

Challenges facing the healthcare sector are well known, yet governments and private sector organizations struggle with how to make meaningful change that will deliver sustainable healthcare – high quality care at an affordable cost.

To create a foundation for meaningful change, KPMG International brought together 65 healthcare leaders, from 30 countries across six continents in a unique forum to identify barriers and review factors for success in achieving effective healthcare transformation. Insights from the forum are captured in a new report: Staying Power, success stories in global healthcare

Thursday, October 30, 2014

A winning recipe -- lessons from restaurants on engaging your team



Lack of employee engagement is a real problem facing businesses in all industries. Gabriel Stulman shows how innovative leadership techniques from the restaurant industry can help other companies succeed.

Wednesday, October 29, 2014

Why Allowing Dogs At Work Will Make Employees More Productive

What if a walk into work every day felt like a personal welcome?

Luckily, you don't have to roll out the red carpet to achieve this; you just need some furry friends around. We have a pet-friendly policy in our office, and it's been a huge success. Visitors feel more comfortable and get the sense of an approachable culture, and employees enjoy higher morale and lower stress levels.

As a small business owner, you can increase your applicant pool and employee retention by creating an accepting culture that allows employees to combine passions — their pets and their work.  Read more on Business Insider

A similar article at Inc.com shares the same view. Is this the beginning of a new way to build employee engagement?

Tuesday, October 28, 2014

How Technology Can Help Work/Life Balance

Smartphones have made it more difficult than ever for people to separate their jobs from the rest of their lives. It doesn’t have to be that way.

They’re convenient. They let us work anywhere and anytime. But they also play on our anxieties and insecurities and leave us much more bound to work than we used to be.

My research shows that people use their smartphones so much outside of business hours—reading and responding to streams of messages from the office—that many end up putting in 13 hours or more a day. But they’re not doing that extra work because they want to. They’re doing it because they feel compelled to, and because the smartphone makes it so easy. Read more on WSJ

Monday, October 27, 2014

Five ways to avoid burnout at work and find inner peace

Most people seek some degree of inner peace at work, and it can be difficult to obtain. Work is stressful, and most of us tend to either overwork ourselves or we are, for other reasons, negatively affected by things happening at work.

The struggle to maintain one's inner peace and avoid burnout has become a standard ingredient of modern working life. Many of us attend seminars on work-life-balance, we see therapists, we meditate, or we seek advice on how to handle stressful careers.

The balancing of one's personal life and work life is a challenge to all of us who aspire to be successful - by whatever relevant metric. It is not surprising that so much is being said and written on the topic. Read more on The Telegraph

Friday, October 24, 2014

The Link Between Corporate Culture and Performance

Who Are We? What Do We Do? What Do We Stand For?

What is “corporate culture” and why it is important? Is it a predictor of corporate success?

In the simplest sense, “culture” refers to a system of values and norms that are shared by a group of people and gives its members a framework for thinking, planning and behaving. In this context, “values” represent the shared assumptions of what “ought” to be or, in other words, what the group believes to be right and desirable, while “norms” are the guidelines that define the expected behavior of group members in various circumstances.  Read more on the 4CS Blog

Thursday, October 23, 2014

Employee Engagement 101

“A superior leader is a person who can bring ordinary people together to achieve extraordinary results.” 
 
I learned this a few dozen years ago at Wharton, from an entrepreneur who had enjoyed tremendous success. He was right.
 
Employee engagement is not about hiring brilliant people who are uniquely talented. It is about bringing human beings together so that they magnify each other’s strengths. Read full article on Forbes

Wednesday, October 22, 2014

Work/Life Balance for the Generations

In honor of National Work and Family Month, I wanted to talk about an unprecedented phenomenon occurring in today's workplace. For the first time ever, three generations are working together. Work/life balance is certainly not the same for each of these segments of the workforce. Employers need to take into consideration the unique work/life balance needs of each generation. It's much trickier than in the past and the lines have certainly blurred.

This is definitely not a "soft issue" as numerous studies have shown that one of the keys to U.S. competitiveness is work/life balance and a link between balance-friendly nations and low unemployment. A report by Accenture published in early 2013 found that two-thirds of respondents felt they could have it all. However, half felt they could not have it all the time, with 52% globally saying they had turned down jobs due to concerns about the impact on their work/life balance. Read more on Huffington Post

 
 

Monday, October 20, 2014

THE REAL REASONS WHY BOSSES AREN'T GIVING FEEDBACK

Despite the fact that millennials, hard-to-retain workers, and a large percentage of employees at all levels are screaming for more frequent feedback from their bosses, they’re not getting it.

I’ve seen this up close and personal in my role as an organization consultant for companies of diverse sizes, industries, and geographies. Over the last 25 years, I’ve interviewed more than 2,100 individuals, supervisors, managers, and executives and tracked the supply vs. demand for feedback from bosses. The conclusion: A growing gap between the amount of feedback employees want and how much bosses deliver.

Employee engagement surveys bear this out. Gallup’s massive longitudinal study shows there is no more important indicator of satisfaction and willingness to stay on the job than whether or not “someone in their workplace (usually a manager) has talked with them recently about how they’re doing on the job.” Over sixty percent of global employees report receiving too little feedback and a quarter of them report that they received no feedback at all from their supervisors--a major factor in their workplace dissatisfaction.  Continue reading on Fastcompany.com

Friday, October 17, 2014

The Economics Behind Employee Happiness

Happiness is a valuable strategic asset for an organization’s entire ecosystem.

Happiness. For many, it is hard to achieve and even more difficult to define. Psychologists, social scientists, and even economists have studied happiness for years. One recent study conducted by University College London found that it matters less whether things are going well for an individual than whether things were going better than expected.
Happiness has also been elusive in the workplace, particularly in recent years as headcounts have been kept low and corporate leaders remain focused on driving higher rates of productivity and profits. Yet studies have shown that employees who are happy and engaged in their work are more successful and are more likely to deliver satisfying customer experiences.

What can organizational leaders do better to drive happiness throughout the enterprise? Jenn Lim is CEO and Chief Happiness Officer at Delivering Happiness, an off-shoot of Zappos.com. Here, she shares her views on the obstacles to achieving happiness in the workplace, along with steps that senior executives can take to drive change.

Managers can boost creativity by 'empowering leadership' and earning employees' trust


Managers can promote creativity in employees by "empowering leadership" and earning employees' trust, according to a new study by Rice University and American University.

The researchers investigated, for the first time, the complex effect of the interaction among empowering leadership, uncertainty avoidance and trust on creativity. They collected supervisors' ratings of employee creativity in two separate studies in China: one with employees of an energy-saving light bulb design and manufacturing company and the other with the employees of a nonferrous metals manufacturing company.

"Our results reveal an interesting phenomenon," said Jing Zhou, the Houston Endowment Professor of Management at Rice's Jones Graduate School of Business.

Thursday, October 16, 2014

What's Troubling Tech Pros At Work?

In today's competitive hiring environment for technology professionals, how can executives retain their top talent? Keep them engaged with a defined career path, achievable goals and training opportunities, suggests a new Robert Half Technology survey. Forty-five per cent of information technology (IT) workers polled said being stuck in a job with few opportunities for professional advancement would cause them the most frustration on the job. Closely following were an unmanageable workload (43 per cent) and limited ability to learn new skills (39 per cent).

The survey, developed and conducted by Robert Half Technology, a leading provider of IT professionals on a project and full-time basis, includes responses from more than 2,300 IT workers in North America.

Technology professionals were asked, "In general, which three of the following situations would cause you the most frustration on the job?"  Read their responses on Yahoo Finance

How would your workforce answer these questions?