Tag : engagement

  • What Impact Are Your Managers Having?

    What Impact Are Your Managers Having?

    Posted 12/10/2012 By in EMPLOYEE ENGAGEMENT, GETTING THE MOST OUT OF YOUR PEOPLE, MANAGEMENT With | No Comments

    There’s a saying that ‘people join organisations but leave managers’ and in my experience it rings pretty true.  While some turnover in an organisation is actually a good thing, you don’t want to be losing your top talent and high potentials due to their relationship with a particular manager.  I am very clear with all …

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  • Top 10 Reasons People Leave Jobs

    Top 10 Reasons People Leave Jobs

    Posted 09/11/2011 By in MANAGEMENT With | 9 Comments

    Here’s a list of the top 10 reasons people leave jobs.  The survey was conducted by AOL so it’s American biased. Inadequate Compensation (57.2%) Compensation below the market average, or lack of annual increase Inadequate Opportunities for Career Advancement (37.3%) Dangling the ‘carrot’ for too long as a demotivator Insufficient Recognition or Appreciation (34.2%) Cash or gift certificates, …

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  • Time Sovereignty

    Time Sovereignty

    Posted 26/07/2011 By in EMPLOYEE ENGAGEMENT With | 7 Comments

    Richard Reeves in his book ‘Happy Mondays’ talks about many concepts that are central to putting the pleasure back into our work. Richard takes a shot at the scary media that suggests that longer working hours is killing us and counters by highlighting that meaningful work, that fits in with our goal, lifestyles and human …

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  • WORK/LIFE BALANCE

    Here’s an interesting video about WORK/LIFE BALANCE.  Like me, the presenter NIGEL MARSH, thinks it’s your responsibility and not just your employers.

  • DEPENDENCY ON EXTERNAL MOTIVATION

    ARTICLE SOURCED FROM http://sethgodin.typepad.com

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    One of the characteristics of the industrial age was the reliance on external motivation.

    Go to work on time or the boss will be angry.

    Work extra hard and the boss will give you a promotion.

    If you get paid to work piecework, then your paycheck goes up when you work harder.

    This mindset is captured by the Vince Lombardi/pro sports/college sports model of the coach as king. Of course we’ll have our non-profit universitiess pay a football coach a million or more a year, of course we need these icons at the helm–how else will we get our players to perform at their best?

    I was struck by a photo I saw of male fencers at Cornell who practice with the women’s fencing team. Clearly, they’re not allowed to compete in matches (though the university counts them for Title IX). I got to thinking about what motivates these fencers. Are they doing it because they’re afraid of the coach or getting cut? Would they fence better if they were? [update: it turns out the men at Cornell do compete, just not on a formal varsity team. My error, sorry guys.]

    The nature of our new economic system, that one that doesn’t support predictable factory work, is that external motivation is far less useful. If you’re looking for a big payday, you won’t find it right away. If you’re depending on cheers and thank yous from your Twitter followers, you’re looking at a very bumpy ride.

    In fact, the world is more and more aligned in favor of those who find motivation inside, who would do what they do even if it wasn’t their job. As jobs turn into projects, the leaders we need are those that relish the project, that jump at the chance to push themselves harder than any coach ever could.

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