A 2013 study found that the average business leader is connected to their work 72 hours a week. There are only 168 hours in a week, so if the leader is spending 72 of them working and let’s say eight hours a day (56 hours a week) on sleeping, eating and bathing, that only leaves 40 hours a week to do everything else they need or want to do. The new book, Overworked and Overwhelmed: The Mindfulness Alternative by Scott Eblin deals with our “do more with less” culture and the 24/7 smartphone addicted environment that leaves many people teetering on the brink of a caffeine-addicted, sleep-deprived, stressed-out existence. I was interested to read about an ongoing a study at Google that is looking to determine the factors that make employees feel energized or deenergized. One of the big findings is that their workers fall into 2 groups:
31% are segmenters who work when they’re at work and ignore it when they’re away from work.
Research contained in the book “The Progress Principle” identifies key principles proven to help business leaders drive better employee engagement and business results. Here's our take / 7 ways to be an awesome manager:
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.
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.
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:
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".
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
59 Grant Ave. 2nd Floor, San Francisco, CA 94108 USA
Shed 24. Princes Wharf, Viaduct, Auckland City 1010 New Zealand
Read Our Manifesto