Organizations today face many challenges ranging from globalization to disruptive technological change, but their leadership is often unprepared to handle them. Senior managers may be reluctant to undertake leadership development programs for fear they won’t deliver desired outcomes.
Every company faces new challenges and must overcome slumps at some time or another. Your executive team can be integral to tackling these issues head-on, but they may not prepared to do so.
Successful businesses today recognize the importance of quality leadership. It therefore comes as no surprise that more businesses than ever are investing in executive coaching as a way to improve organizational outcomes. According to the American Management Association, organizations that use coaching reported stronger market performance.
Companies downsize usually because of lasting financial issues that force them to make cutbacks and save money by restructuring company roles. When this happens, management may be inclined to forego third-party outplacement support because of the added cost.
Relationships between employers and employees are like marriages. Sometimes it works and sometimes it doesn’t. Just like marriage, some end in divorce. Layoffs or any type of end of employment is unpleasant but a sad reality of work.
We know that higher employee engagement decreases absenteeism, turnover and accidents, and increases quality, productivity and sales. But engagement can also positively affect customer satisfaction and loyalty.
As a business that serves a customer, you need to remember that every person on your team has an impact on your customers and their satisfaction with your company, either directly or indirectly. Engaged employees, that is those that have a higher level of emotional commitment to the organization and its goals, can have a positive influence on customer satisfaction.
Working remotely is getting to be nearly as normal as working in an office. In fact, last year, 43 percent of employed Americans spent at least part of their time working remotely, according to a Gallup survey.
Of course, there are major benefits that come from telecommuting—avoiding traffic and flexible hours, just to name a couple. The problem for employers comes with keeping remote employees engaged and feeling like they are actually part of the team. Remote employees miss out on day-to-day company culture, which can play a large role in engagement levels.
It makes sense that employees will work better and be more engaged if you as a manager are playing to their strengths. How do you figure out what their strengths are? Here are some ways to help you find out what your employees are best at and use those talents to benefit your whole team.
Given low workplace engagement and high worker expectations about their jobs, companies need to focus on playing to the strengths of their employees, rather than help them improve on their weaknesses. Traditionally, employees are assigned where they are most needed in the organization, rather than placed where they can do the most good.
Are managers the reason why employees don’t seem to be as engaged as they should be? According to a Gallup study, this could very well be the case as it revealed that 85% of employees worldwide are not engaged or are actively disengaged in their job. The State of the Global Workplace study of 7,272 workers showed that one in two left their job because of a manager they didn’t get along with.