“I’m often approached with questions about motivation, morale, and engagement. Choose whichever label you’d like, the question is the same: how do we get employees to feel like doing a great job?”
- Dr. Todd Dewett
- Dr. Todd Dewett
“Making an employment change is a big deal. It’s hard, even when it’s voluntary, because we have so much of our identities wrapped up in what we do.” - Heather Bussing
You need to develop an image of what happens the day that all of the critical people are busy grieving or at funerals. The 2-page paper on bereavement leave gives you a point of departure for addressing the issue in your organization. There are no answers here, just really good questions.
Corporate values are not always what they seem. Insincere proclamations and ignored platitudes in values statements can become a powerful negative influence when they are practiced and defended with conviction. Dr. Todd Dewett explains.
If you want to do what other people were doing last year, spend a lot of time navel-gazing, and define success according to conventional standards.
“All the benefits we attribute to engagement happen when employees want to add value and have the ability to do it.” - Paul Hebert
“Making an employment change is a big deal. It’s hard, even when it’s voluntary, because we have so much of our identities wrapped up in what we do.” – Heather Bussing
“People need to be trusted, valued, and given the resources they need to do a great job, including being paid fairly for their work. If you can’t do that, you don’t have a business.” – Heather Bussing
“It sounds good to have an action plan, right? But action plans can be the ultimate check-the-box activity.” Mary Faulkner explores some of the main reasons why your action plans may not be resulting in real action.
“HR is tasked with a new mission. A mission requiring new skills and new thinking. Yet it is still tasked with the old mission. And as a department, as a profession and as individuals – HR is trying to chase both rabbits.” -Paul Hebert
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