Management
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Understanding Why Employee Recognition Is Important
Appreciation is a basic human need. Taking the time to understand this basic psychological principle, and applying it, can have several beneficial effects for a business. All workers in a business look for appreciation through the work they do, whether it is individually, or a part of a team. Before looking at what ways a business can benefit from properly giving their employees recognition for their work, let’s take a look at how to actually give the appreciation correctly in the first place.
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7 Factors of Employee Engagement… what managers really need to know!
Managers too often make the mistake of judging an employee’s level of engagement, and consequently their level of commitment, based on their own (the manager’s) yardstick of “normal”. The problem is people are all different and from a non-clinical perspective, there is no such thing as normal. Everyone is unique and has their own distinct style of intuitive behavior. Note I said intuitive behavior, not learned behavior. Let me suggest that you conside intuitive behavior to be an individual’s internal yardstick of what is normal (for them).
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The pilot died! Or did he?
You and I need information whether it’s good or bad. Even with discouraging news we all “get through the moments” better with reliable data. Such is the lesson taught by an insightful Southwest Airlines pilot. This is a story I’ve told clients again and again.
Southwest is that little “pretend” Texas-based carrier according to a friend of mine who works for Delta, he believes Delta is a “real airline”. Southwest changed its industry. Many airlines in business when Southwest got started are no longer is business. And unlike some of its competition today, Southwest still makes money.
As we say in Texas, it’s my company plane!
Southwest Airlines has never had an onboard fatality. But years ago Southwest had a major situation.
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Building Working Relationships that Work
Do relationships at work matter? Obviously they do, or at least most people today think so. I sure do, it’s why I’ve been in the organizational relationships and development business for over 35 years.
Building working relationships that work doesn’t just happen. Like anything else, it requires knowledge, a defined strategy, commitment, and the development of skills – in this case, relational skills.
In inaugurating this blog as a part of our delivery of PSI Enterprise, my commitment is to provide an open-ended dialogue to share what we have learned through the years in working with clients to improve the performance of their people.
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Discretionary Effort Leads to Employee Engagement
It’s fundamentally important to understand that all human behavior is motivated by something. Further, motivation is an internal process and highly personal. A clearly defined goal is the outcome which hopefully those efforts are directed toward, and that requires a conscious exertion of physical, mental and psychological energy. Okay? This “Psych 101” blurb is intended to raise your curiosity, so hang on here we go.
Companies for a long time have rejected the notion that human behavior falls within their purview. But it does. No work gets done unless there is some human behavior; behavior is the way people conduct themselves and the actions they take. Most importantly, employees individually have discretion over their own behavior and the achievement of their personal satisfaction, if not their personal success.
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