About the author: S. Chris Edmonds | SmartBlogs
One of the most important hiring decisions companies make is who to put into leadership roles. How well does your company do on this critical task?
The Gallup organization reports that organizations make bad leadership hiring decisions 82% of the time (!).
Gallup’s research indicates that managers account for 70% of the variance in employee engagement. That huge impact on employee engagement translates into good or not so good performance, customer service, quality, profitability, and discretionary energy being applied to daily tasks.[…] Continue Reading »
All organizations have social impact — good or bad, intended or not.
Social impact is the logical consequence of an organization’s plans, decisions, and actions on the social and economic lives of employees, customers, and their communities.
Such consequences might be direct or indirect, immediate or long term. Most organizations are unaware of their social impact and, therefore, invest little time or energy in appraising it.[…] Continue Reading »
Is your work environment lifeless and dull or active and inspiring?
Most organizational leaders put greater thought, time, and energy into their products and services than they do their culture. Yet culture drives everything that happens in organizations, day to day.
Who knows best whether or not your organization provides a safe, inspiring workplace? Employees do. They don’t miss a thing.[…] Continue Reading »
This post is part of the series “Workplace Morale,” a weeklong effort co-hosted by SmartBrief’s SmartBlog on Leadership and the folks at Switch & Shift. Keep track of the series here and check out our daily e-mail newsletter, SmartBrief on Leadership. Don’t subscribe? Sign up.
Workplace inspiration doesn’t happen casually. It takes intentional effort to create and maintain a safe, inspiring work environment.[…] Continue Reading »
When team leaders or team members in your organization bump up against stupid policies or dumb targets, what do they do?
Do they shoot up a flare and engage people in solving these issues, promptly? Or, do they ignore those policies or targets, swim upstream against the organizational current, and do the right thing? Or do they go along, compliant to the stupid policies or dumb targets, saying, “It’s not my job to fix that,” etc.?[…] Continue Reading »