Defend Your Research: Guilt-Ridden People Make Great Leaders - Harvard Business Review

Why guilt may be the sign of a great future boss

Guilt pangs and neuroticism are the marks of a great leader in the making, Francis Flynn says. Managers who feel guilty tend to be more hard-working and conscientious, Flynn argues, and are better at biting the bullet and dismissing workers who have outlived their usefulness. "They feel it's their job to be 'good soldiers,' and if that means laying off a few to protect the interests of the many, that's what they'll do," Flynn said.

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Defend Your Research: Guilt-Ridden People Make Great Leaders - Harvard Business Review

Finally, giving some back to employees | StarTribune.com

Perks are returning at some employers

Employers are beginning to restore some employee perks and benefits, such as free coffee and tuition reimbursement, in an effort to hang on to key workers as the economy improves.

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Finally, giving some back to employees | StarTribune.com

Attitude Reflects Leadership | N2Growth Blog

5 ways to tell if you have an attitude problem

Often, a company's problems can be traced to the chief executive's attitude, writes Mike Myatt. Egotism, arrogance, pessimism or just being unlikable are all common traits of struggling CEOs, Myatt writes, and can easily poison a corporate culture and ruin workers' morale. "Show me a CEO with a bad attitude and I'll show you a poor leader," he writes.

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Attitude Reflects Leadership | N2Growth Blog

10 tales of condescending morale boosting efforts

Don’t let your morale-boosting efforts become a joke

Some companies' attempts to improve morale have the opposite effect, writes David Spark. Among his cringe-worthy examples: a clown sent to the office who fashioned balloon animals for stunned workers, and a CEO who forced employees to chant the company mantra together at a retreat.

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10 tales of condescending morale boosting efforts

Human Resource Executive Online - Bridging the Credibility Gap

Companies must cultivate a trusting relationship with their top workers if they want to hang on to them, write Sarita Bhakuni and Michelle Johnston. One way to do that is by taking an active interest in helping them manage their stress, Bhakuni and Johnston write.

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Human Resource Executive Online - Bridging the Credibility Gap

How BBVA Compass shares its employee-value proposition

BBVA Compass uses a quarterly employee survey to track how well it's engaging workers with its communication efforts, says William Trout, director of internal communications for the bank. For example, the company monitors progress toward its engagement goals by looking at whether employees recall messages.

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How BBVA Compass shares its employee-value proposition

The dream team of the future

Teamwork? That’s so last century. 

Managers who hope to get the best out of their workers by fostering teamwork could be in for a shock: Many young workers now consider traditional teams to be dull, pointless and unnecessarily rigid. The social-network generation expects collaborations and alliances to emerge organically from the huge number of colleagues and peers with whom they share their ideas and interests, writes Karsten Jonsen. "Our challenge will be to ... find the right balance between established teams inside an organization and fluid open collaborative teams spanning across organizations, disciplines and boundaries," Jonsen writes.

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The dream team of the future

How to rebuild trust in your workplace | SmartBlog on Workforce

Leaders can help re-establish trust among workers by encouraging them to express how they feel about a breach and by modeling forgiveness, write Dennis Reina and Michelle Reina, co-authors of "Rebuilding Trust in the Workplace." "Employees may not forget what happened, but they can choose to look forward rather than stay stuck in the past. Help people in letting go and moving on with a sense of shared responsibility," they write.

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How to rebuild trust in your workplace | SmartBlog on Workforce

Three Ways to Retain Workers Now :: Refresh Leadership | Fresh Ideas for Today's Business Leaders

Hang onto your key workers by letting them know how much you value them, being honest with them about their career prospects and fostering a spirit of fun, Callie Collins de Roldan writes. "Retaining your top talent comes down to providing people what they need, both materially and professionally," she writes.

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Three Ways to Retain Workers Now :: Refresh Leadership | Fresh Ideas for Today's Business Leaders

How to rebuild trust in your workplace | SmartBlog on Workforce

Leaders can take steps to re-establish trust among workers by encouraging them to express how they feel about a breach and modeling forgiveness, write Dennis Reina and Michelle Reina, co-authors of "Rebuilding Trust in the Workplace." "Employees may not forget what happened, but they can choose to look forward rather than stay stuck in the past. Help people in letting go and moving on with a sense of shared responsibility," they write.

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How to rebuild trust in your workplace | SmartBlog on Workforce

What Can a Company Do With a Dangerous Employee? | BNET

Human resources professionals should respond quickly to any employee report that another worker is scaring them -- without worrying about potential lawsuits or violating the Americans with Disability Act, Suzanne Lucas writes. Employers should educate managers about the warning signs of a true threat and create a policy that clearly states what action will be taken against workers whose behavior crosses the line, Lucas advises.

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What Can a Company Do With a Dangerous Employee? | BNET

How to Get Employees Excited About Your Business Vision

It's no secret that, as a business owner, your venture is your baby. It's needy, it's frightening, and you're completely devoted to it. If only you could make your employees feel the same way. Well, at least the devotion part.

The first step to getting employees pumped about the company's direction is to examine what employee engagement is. Peter Stark, a management consultant and the author of Engaged! How Leaders Build Organizations Where Employees Love to Come to Work, defines it as a state in which, "employees are connected both at the head and the heart and they are willing to give what I call discretionary effort, meaning willing to do whatever it takes to get the job done." A lack of employee engagement can manifest in the form of poor customer service, low morale, and missed business opportunities.

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How to Get Employees Excited About Your Business Vision