We all know what is feels like to be a member of a great team. Even if you only experienced it for a short time, you know how fantastic it feels to have strong relationships at work, be stress free, confident, fulfilled, optimistic, and full of gratitude to be a member of a winner. When you feel like you are part of a great team your employee engagement is high. Continue reading
Saying your people are your greatest asset is a very nice marketing statement. But would your integrity be questioned because there is no sustainable application to make it happen. The truth is, people aren’t your greatest asset, unless they’re provided guidance on how to build stronger relationships at work. When relationships at work are strong employees perform better as individuals and in teams.
Decades of research prove that individuals and teams that get along dramatically outperform those who don’t in almost every important business metric. In fact, the single most cited reason (80%) why people leave their job is because of poor relationships at work. Individuals who have stronger relationships at work substantially outperform individuals who don’t, they’re more productive, more profitable, more innovative, have less accidents, contribute more…and on and on.
Most leadership pundits talk about morale in business the same way they’d describe cotton candy at a state fair. Everybody likes it; nobody’s against it. It’s fun to have. But in essence, it’s just a sugary substance spun with a lot of hot air.
I beg to differ.
Morale has substance. It has weight. And it matters. It’s not something a leader spins from hot air; it is something that a leader can grow only over time and with unremitting attention. If you think leadership is all about “hitting the numbers,” and that soft and squishy stuff like morale is no different than cotton candy, think again.
The late Roger Milliken, former CEO of Milliken &Co., and winner of the Malcolm Baldrige National Quality Award, once put it this way: Continue reading
Stress has been cited as the real main reason for employees being absent from work and the lack of employee engagement is the key factor behind this huge problem. How big you ask? Research from the Mental Health Foundation found that 60 percent of those who stated work as the source of their stress said that support was not forthcoming from bosses. In another survey, 75 percent said that someone at work is making them miserable. Many organizations today are seriously hampered by high rates of absenteeism and a large percentage of workers with FMLA claims due to various types of stress both realized and hidden.
11 Million Lost Working Days a Year Continue reading