Anyone who’s ever had a job has probably wondered… “Why do people (including me) react the way they do at work?”
We all expect some frustrations and stresses at work. We’ve all heard that happy workers deliver more productivity and profits, but how do you know if your people are truly happy? Wouldn’t it be great if you could make sure that your best workers are fulfilled and aren’t looking around at other opportunities? Recognizing key signs of a defensive behavior and armed with the right tools and knowledge is part of your answer.
We’ve spent over 20 years developing The Ten Levels of Workplace Disillusionment, a tool which allows supervisors to quickly identify the behavior patterns taken on by their employees as they struggle with various forms of company politics and office challenges.
In today’s economy getting the most value and performance out of your employee recognition and incentive programs is critical.
The problem lies in how to develop and implement a program that engages both managers and employees, while saving more money than it costs. Many companies are reacting to survey results that all seem to point to cash and cash-equivalent awards as most desired by employees.
When going for improved morale, retention and productivity, this is proving to be the wrong approach. The experts point to the importance of incorporating recognition ideas that appeal first to employee’s emotional needs before attempting to work on their discretionary effort. This approach focuses on making sure they know you truly care about them as human beings and are glad to have them on your team, before asking them to go the extra mile for the organization. Continue reading
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