The last few weeks have seen me working remotely from locations in the USA (San Francisco) and throughout New Zealand (Oamaru, Hamilton, and Auckland). Even though I have been working remotely for many years now, I still have to pinch myself from time to time and reaffirm my gratitude for the technologies that allow me to perform my role and continue to work with clients no matter where in the world I am located.
One of the books that has impacted me the most in recent years is How will you measure your life? by Harvard Professor, Clayton Christensen (of The Innovator’s Dilemma fame)
Company culture. It isn’t about the fluffy stuff. Company Culture is completely about your bottom-line [helpful infographic enclosed].
So. What does transparency mean? In its simplest sense, being transparent in business means clear, unhindered honesty – so zero hidden agendas or conditions and making information available to everyone.
Researchers started studying the relationship between worker hours and productivity during WW2 when Britain was trying to maximize the efficiency and output of munitions plants in order to quickly supply weapons to the troops on the front lines. Factories pushed their workers to the limit in an effort to maximize wartime production.
Core values serve as the building block for a strong company culture. It might be an exaggerated comparison, but core values are like your company’s version of the “ten commandments.” They help provide your company direction and serve as its moral compass.
The general manager of a manufacturing company contacted me to enquire about our software to help them more effectively execute their strategic plan. He said that they always conduct annual planning at the end of each year and come up with a list of things they want to do in the coming year.
Guest blog post by Geary Morales, Success Solutions International, LLC
Many business leaders acknowledge the importance of employee engagement, but few actually know what tangible things they can do to motivate and engage their team. Adding to this problem, I found an interesting note in a Harvard Business Review article which indicated that the employee engagement score declines as you go down an organization’s org chart. Effectively this suggests there is a disconnect between leadership and their respective teams.
Welcome to the last Business Growth Tips article for 2014. I want to start by saying a big thank you to everyone who takes the time to read these weekly articles, who share our content via social media, or take the time to stop by and leave your comments.
Since implementing the RESULTS.com software, communication between staff members regarding reaching targets and goals has improved ten-fold. (There is also healthy competition with the new “gamificiation” feature!)
Tania Young – Director – BRAVEday
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