3 Tips to Improve Managers

In human resources and other related fields, we often focus on improving employee performance. This is usually directed toward managers and how they should teach their staff to be more effective. But what about the managers themselves? It seems that the higher an employee is in the hierarchy of an organization, the fewer sources of feedback he or she receives regarding performance. So what can be done to inform managers about their own performance more effectively? Continue Reading →

Communication, Education & Training, High Performance, Leadership, Miscellaneous Shortlink

The Secret to Engaging Hospitality Industry Employees

There are countless resources in existence for those who hope to increase employee engagement within their organization. Many are general and vague that can be applied to many different industries. For example, to increase engagement, one might try improving the quality of feedback given to employees regarding their performance. In many situations, this broad advice can be helpful, but what happens when an industry has a unique problem that is not as prevalent in other industries? Continue Reading →

Communication, Employee Engagement, High Performance, Miscellaneous, talent management, Work Environment Shortlink

Thumbs Down


No doubt, social media heavily influences our economy. Nearly every organization has a Facebook page, Twitter feed, and a LinkedIn page. These additional sources provide consumers with an even greater inside into organizations. Continue Reading →

Behavioral Science, Communication, High Performance, Miscellaneous Shortlink

How Can One Improve Without Feedback?


The old adage “practice makes perfect” rules true in the workplace. After all, we are all human and make mistakes at times on the job. The important question is: Do we know when we make mistakes? Receiving performance reviews is one of the most dreaded and uncomfortable situations employees and supervisors face. No one likes to be “the bad guy” and no ones likes to be on the receiving end of negative feedback. But, the truth of the matter is that performance reviews are important. Continue Reading →

Behavioral Science, Communication, Education & Training, Employee Engagement, High Performance, Human Resources, Miscellaneous Shortlink

Cultivating a Strong HR Department


I strongly believe that every department within an organization serves an important purpose in ultimately the success or the failure of the organization. Every department serves a purpose and if one department crumbles, the entire organization may fall. Let’s turn our attention to the HR department for a moment… Continue Reading →

Behavioral Science, Communication, Education & Training, Employee Engagement, Human Resources, Leadership Shortlink

Creative Initiative


There are always ways to improve current ways of performing a task. In our recent post about efficiency, we focused on cutting back on the time it may take to perform part of one’s job. If not careful, organizations can fall into a rut of doing things “as they have always been done.” Meanings, if it isn’t broke, don’t fix it. Continue Reading →

Behavioral Science, Communication, Employee Engagement, High Performance, Miscellaneous Shortlink

Recognition


When you are working hard and putting forth your best effort everyday at work, what is it that you want to hear from your boss? Do you want to hear that you have done something wrong or have cost the company money? Of course not! We all long to be recognized for the effort we put into our work. Continue Reading →

Communication, Employee Engagement, Employee Retention, Leadership Shortlink

“Tipping” and Performance Appraisals


Employees who regularly receive tips as part of their employment are receiving constant feedback about the quality of their work. For example, a waitress may serve twenty tables or more in one shift. All of those parties will likely leave a tip that represents the level of satisfaction the customers felt from the waitress’ performance. The waitress may learn to adjust her behavior or performance depending on the feedback she receives from the tip amounts. How can this be applied to corporate settings? Continue Reading →

Communication, Employee Engagement, High Performance, Miscellaneous Shortlink

Need for Achievement and Motivation


Everyone is motivated for different reasons to accomplish tasks at work. What motivates me to do work may be completely different from what motivates you. Our personalities and job functions can influence how we respond to work demands and what it takes for us to complete the tasks. The Need for Achievement Theory, target characteristics that make individuals motivated because of the need to feel achievement. Continue Reading →

Behavioral Science, Employee Engagement, Employee Retention, High Performance, talent management Shortlink

Which is Better: An Exit Survey or Exit Interview?

A lot of organizations do not use exit surveys or exit interviews.  When an employee leaves, that’s it.  In my opinion, any organization that fails to gather information as an employee leaves is missing potentially the most important information that can be collected.  Employees leave organizations for numerous reasons ranging from personal reasons to a better offer.  Organizations invest a lot of time and money in the development of each employee; therefore, it is vital to get answers to important questions. Continue Reading →

Behavioral Science, Employee Engagement, Employee Surveys, Employees Leaving, Exit Surveys, Human Resources Shortlink

Let’s Get Motivated!

June 7, 2011 – by Gail

Current research in motivation is very conflicted.  Many developed theories have been thrown to the wayside once application in the workplace demonstrates a lack of success.  However, one of the most robust theories in motivation is the goal-setting theory.  The theory states that when employees set goals and are given feedback regarding the goals, employees are more motivated on the job.  It is best when employees participate in the goal-setting process as they gain ownership to his or her goals. Continue Reading →

Employee Engagement, Human Resources, Leadership, Miscellaneous Shortlink