Tag: Culture

How To Engage Your Employees

by Bright Osadiaye, posted in Leadership
Photo by fauxels on Pexels.com

‘In other words, engagement is both a cause and effect. It involves a relationahip between the organization and the employee.’- Linda Holbeche and Geoffrey Matthews

‘When employees preceive that the terms of their psychological contract have been breached, they reciprocate by withdrawing or making less effort on behalf of their employer.’- Linda Holbeche and Geoffrey Matthews

‘Engaged employees are not born; they’re made. Most employees care a lot about their work. They want to learn and grow.’- Linda Holbeche and Geoffrey Matthews

‘Individual employees generally have to watch out for their own interests and how well they can do this depends to a large extent on their personal market value at any one time.’- Linda Holbeche and Geoffrey Matthews

‘In companies with good communication, there is a constant flow of ideas up, down and across the organization.’- Linda Holbeche and Geoffrey Matthews

‘Trust- building involves not only keeping promises, but also keeping appropriate boundaries and being sensitive to social and culture cues.’- Linda Holbeche and Geoffrey Matthews

‘Consultation and participation in decision-making are especially important in times of change.’- Linda Holbeche and Geoffrey Matthews

‘Effective leadership can bolster employee commitment and go some way in helping to sustain engagement levels.’- Linda Holbeche and Geoffrey Matthews

‘Appropriate care is needed to watch out for the danger of incentives driving the wrong outcomes.’– Linda Holbeche and Geoffrey Matthews

‘It may also help to create one common plan for the whole organization to work on rather than letting everyone create their own actions and so dissipating efforts.’- Linda Holbeche and Geoffrey Matthews

‘Managers can help by providing an environment that is challenging but encouraging.’– Linda Holbeche and Geoffrey Matthews

‘Managers at all levels nevertheless need to watch out for when engagement means ‘working too much’ rather than ‘working smarter’. Such pressure means that the effort expended by employees is no longer discretionary and this can run two potential risks: creating undue stress and undermining the organization’s culture.’- Linda Holbeche and Geoffrey Matthews

‘Empowerment is a key characteristic of high engagement cultures.’- Linda Holbeche and Geoffery Matthews

‘When leaders adopt a learning approach to managing others, typically, micro- management is banished, employees can exercise greater autonomy and excellence is possible.’- Linda Holbeche and Geoffrey Matthews

‘Leaders need to be clear about what they expect the outcomes to be, but they should give individuals the freedom to decide how best to get there.’- Linda Holbeche and Geoffrey Matthews

‘One of the fundamental characteristics of resilience is people’s ability to use difficult experiences in their lives as opportunities to learn.’- Linda Holbeche and Geoffrey Matthews

‘Lack of clarity about strategy and poor internal communication are two very important factors when it comes to disengagement.’- Linda Holbeche and Geoffrey Matthews

‘The working environment should be conducive to lifelong learning and career development. Employees will expect a fair deal, without which they are unlikely to stay.’- Linda Holbeche and Geoffrey Matthews

How To Develop Your People

by Bright Osadiaye, posted in Leadership
Photo by fauxels on Pexels.com

‘A good manager makes things better. If you manage with excellence, over time even the doubters will recognize … that they are better off, and they will support you in your new role.’- Larry Sternberg and Kim Turnage

‘To bring about rapid change, you must be prepared to replace employees who cannot or will not be a part of the future the organization envisions. Do it compassionately, but do it swiftly. Be proactive in helping new employees build positive relationships quickly.’- Larry Sternberg and Kim Turnage

‘People will have reasonable questions that you cannot answer. Do not be defensive about that. Accept it as part of the change process, and express confidence that you will figure out the answer together.’- Larry Sternberg and Kim Turnage

‘When an employee brings you an idea, you are in a learning moment. Do not shoot it down. Make time to discusss the possible consequences, both good and bad. Be open to the possibility that it might be worth a try. If you engage in an open-minded discussion, or if you try the idea, somebody will learn something. It might be you.’- Larry Sternberg and Kim Turnage

‘Speak only positively about people who are absent. If you do not have something positve to say, follow the advice your mother gave you and say nothing. This will enhance your moral authority, build trust with your people, and improve your culture.’- Larry Sternberg and Kim Turnage

‘When you exert moral authority, your capacity to influence others increases dramatically, thus improving your ability to help them grow as human beings. This is the most powerful way to shape a culture.’- Larry Sternberg and Kim Turnage

‘Your employees expect you to hold people accounatble. The way you respond to poor performance must be thoughtfully tailored to each situation.’- Larry Sternberg and Kim Turnage

‘Encouraging employees to have fun at work while maintaining a focus on high performance builds closer relationships, improves engagement, and increases productivity.’- Larry Sternberg and Kim Turnage

‘Discussion is not enough. As the manager, you must walk the talk.’- Larry Sternberg and Kim Turnage

‘To build an extraordinary team, sometimes you have to let someone go.’- Larry Sternberg and Kim Turnage

‘Empowerment accelerates change.’- Larry Sternberg and Kim Turnage

‘When people are more empowered, more learning occurs, whether their suggestions work or not.’- Larry Sternberg and Kim Turnage

‘The more decisions employees are empowered to make, the higher their level of job satisfaction, the greater their degree of engagement, the more they learn, and the greater the likelihood of retaining them.’- Larry Sternberg and Kim Turnage

‘People do not lose respect for you because you become friends with some employees. They lose respect when you decide not to do your job as a manager.’- Larry Sternberg and Kim Turnage