How to Steer Clear of Toxic Environments

toxicToxicity can happen anywhere at any given workplace no matter how small or large, or what industry. Where there is human interaction, there is potential for disappointment that can add up to unhappy employees. Unhappy employees tend to want to spread their misery to others, even if unknowingly doing so. The disengagement of such employees is off the charts. What becomes toxic is the spread of that unhappiness and others’ reaction to it.

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Managing Managers’ Feelings

Business HandshakeIt’s probably happened to all of us at one time or another, when we have a manager that just doesn’t like us for some reason. Who knows why? You try your best to figure it out with coworkers and friends, and still you get a weird vibe. What’s this all about?

Well, managers are human too and so are personality clashes. That’s a very human trait and sometimes you don’t even know why you clash with someone. But underneath it all, there is a reason and you have to do some brainstorming to get to the bottom of it. But how?

After just writing about a jealous boss, maybe there’s a social case where it’s not jealousy but a genuine personality clash. Personality clashes can be as intricate as personalities themselves. You don’t have to have the same kind of personality to have a clash. You could be two polar opposites whereby you’re not liked for you’re A-type, bombastic personality, while your manager is B-type, quiet and reserved.

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Good Leadership Drives Employee Engagement

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I read a great “bloggicle” (blog-article) written by Justin Locke which posted today, May 21, 2014. It’s entitled, “The Flip Side of Employee Engagement.” The title tells me a lot already and then after reading it, learned just how vital leadership’s role is.

You can have plenty of engaged employees but if management cannot or will not foster a healthy work environment in order for engagement to thrive, you will soon have a toxic environment that can lead to exiting employees.

Yes, good leadership drives employee engagement, and as Locke puts it, “…’engagement’ is no longer a nice thing to have, it is now essential to your bottom line.” To that end, wouldn’t it be wise to train managers to acquire more people skills? Nowadays, many managers not only have to manage their people, but they too, are doing the work alongside them. Do they have time to work on people skills? Perhaps they should make the time. Even having a manager’s forum or meeting once a month to discuss issues with HR or the organization’s top leaders could provide them with the soft skills required to invoke employee engagement.

Office Disrupters – Their Impact on Employee Engagement

gossipingI read an interesting article recently in the WSJ that described several types of office disrupters and discussed how they impact our work environment on a daily basis.  It also made me recognize that these folks truly impact engagement within our work teams.  There are many types of office disrupters that can impact office productivity, morale and even impact turnover within an organization.

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Employee Engagement – What is It? How Do You Improve It?

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Engaged employees are more productive, contribute more to the bottom line, generate higher customer ratings and help you attract new talent.  On the flip side, actively disengaged employees cost the US approximately half a trillion dollars per year.  This webinar will focus on 10 best practice tips on how to design employee engagement surveys, how to measure them and, most importantly, how you can improve engagement in your organization.

Presenter:  Mike Schroeder, TNS Employee Insights

Date:  April 23 or 24 – 1:00 p.m. Central Time

Join Us!

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One-on-One Psychology Needed to Stimulate Employee Engagement

In my opinion, there are several different levels of employee engagement according to how one experiences his or her world. This coincides with several demographics as well, and not just age, tenure, race, work location, position, which are typically surveyed, but also maturity, heritage and family traditions, education and career aspirations, which reflect an individual’s personality traits. Survey items (questions) zero in on how groups of employees feel collectively about certain topics. Even though written comments are recorded and analyzed as well, they are not addressed on an individual level face to face with an employer. Even an item, “My supervisor treats me with respect and dignity,” is grouped with other employees’ responses.

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Recognize Employees to Motivate and Boost Productivity

TNS TIP of the Week:  Recognize Employees

CertificateRecognition is a very important motivator for employees because it encourages productivity and helps to drive top performance among employees. TNS research has consistently shown that organizations that provide their employees with recognition on a regular basis outperform organizations that do not engage in a regular recognition program.

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EngageMINT… One piece at a time!

EngageMINT

EngageMINT Candy Jar

Sometimes it’s the little things that count.  Here are a couple of sweet tips to encourage engagement within your organization and work teams: Continue Reading →