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7 ways to be an awesome manager (to improve employee engagement)

  
  
  
RESULTS.com 7 ways to be an awesome manager to drive employee engagement

Research contained in the book “The Progress Principle” identifies key principles proven to help business leaders drive better employee engagement and business resultsHere's our take / 7 ways to be an awesome manager:

what GEN Y wants [@work]

  
  
  
RESULTS.com GEN Y solutions

You’ve probably heard a lot of talk about Gen Y (or the millennial generation) so let’s put some context around who that exactly is and why you should pay attention to what’s happening. If you’re part of the previous generation (Gen X), you may have a testy relationship with your younger colleagues, so I’ll include some insights on how to better engage them.

Developing a sustainable R&R (Reward and Recognition) program.

  
  
  
RESULTS.com Reward & Recognition

Guest blog post by Nicky Powers: @nicki_powers_ 
Digital Marketing Manager at Zeis Group

Some of the largest and most successful organizations are still operating Reward and Recognition (R&R) programs in isolation from where work actually takes place. These types of programs are born from necessary, but purely rational conversations about rule structures and liability…and they completely miss the point.


Are you a bad boss? How to identify it and how to fix it.

  
  
  
Bad Boss

Most people have had their share of “bad bosses.” According to research by Gallup, it’s a leading factor as to why so many people are actively disengaged at work. In fact almost 70% in the USA alone are disengaged because they have a bad manager.  

YUP. It’s (already) FEB., 2014. What were YOUR New Year’s Goals?

  
  
  
Goals resized 600

Now that it’s February 2014; do you remember your New Year’s resolution(s)? Here are some of the most common goals we set for ourselves:

How to really motivate your people

  
  
  
Make progress visible to drive business execution success

Good news. The key to motivating your people turns out to be largely within your control. It has nothing to do with money or incentive systems, or even recognizing your people. The top motivator of employee performance is in fact - "progress".

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