As a manager, keeping employees engaged is a major challenge but also opportunity. To achieve engagement, efforts must align with business strategy. The HR function is essential to define an engagement strategy aligned with organizational goals. There are many activities that can boost engagement, such as involving employees in business planning, knowledge sharing programs, learning opportunities, recognition of efforts, and encouraging career development.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
21 Employee Engagement Activities that WorkKaiNexus
Whether your company has 10 employees or 10,000, coming up with ideas to keep everyone connected and engaged can be a challenge. It’s easy to fall back on the same old employee engagement programs, but they tend to lose their effectiveness with too much repetition. Don’t worry; we’ve got your back.
Here are 21 employee engagement activities you can use as inspiration.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
21 Employee Engagement Activities that WorkKaiNexus
Whether your company has 10 employees or 10,000, coming up with ideas to keep everyone connected and engaged can be a challenge. It’s easy to fall back on the same old employee engagement programs, but they tend to lose their effectiveness with too much repetition. Don’t worry; we’ve got your back.
Here are 21 employee engagement activities you can use as inspiration.
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
Keeping Employees Engaged In The WorkplaceJumpstart:HR
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
Aberdeen/FieldAware Building a Culture of Service Excellencefieldaware1
Resource POS, a POS systems and solutions provider based out of Chicago, implemented FieldAware's field service management solution to transform their service business. In collaboration with FieldAware, Aberdeen and Resource POS lead this informative metric-packed presentation to describe the challenges facing companies with field service engineers. They tell how implementing FieldAware's field service management solution has made a positive impact on the operations for Resource POS.
In preparation for the launch of the Engage for Success movement back in 2012, a Well-being subgroup was formed and produced this document called “Sustaining Employee Engagement and Performance – Why Wellbeing Matters”. This outlined the evidence for the links between employee engagement and employee well-being (both physical and psychological).
THIS IS CASE STUDY ON INTERNAL BRAND IMAGE CREATION.
People like the company that has very positive image. Brand image is not merely for the product. It is an ammunition for attracting retaining people
One of the most important and often overlooked marketing strategies is identifying and communicating your organization's unique value proposition. By understanding what characteristics distinguish your organization from others in your industry, you will be able to craft messages that are better targeted to your audiences and more effective in getting your audience to purchase from you.
Ken Esthus, account director, Marketing General Inc.
Tracy Taylor, executive director, Natural Products Foundation
Building Your Employer Brand Strategy - Stacy ParkerSocialHRCamp
In this interactive mega-session Stacy will take participants through the process of building a social media employer brand
strategy. Workshop components include:
- Why is employer branding important?
- How does your employer brand strategy rank?
- Steps to employer brand strategy
- Building a social media employer brand strategy
- Communicating your employer brand
- The role of social media on your employer brand strategy
- Adding measurable value
Service culture, a strong lever of differentiationClaire BONNIOL
Presentation for Employee Engagement Summit, 14th of April 2016
At Academie du Service, with our 12 years of experience in consultancy and training for more than 250 companies in all industries and 20 countries, we argue that Service Culture is a unique concept that makes the link between employee engagement and customer engagement.
We believe in 5 key points in order to deliver a fabulous service culture. A company will be service oriented if and only if:
1. Focus is on the human being not only the product
2. 100% of satisfied customers is more important than zero mistakes
3. Service relationships are based on making customer and employee feel valued
4. The same attention is paid to customers and employees
5. Autonomy and initiative are emphasized by giving more empowerment
Webinar Deck: 5 Do's and Don'ts of Employer BrandingFindly
Findly SVP Mark Hornung taps into his more than 20 years in employer branding to share the top 5 do's and don'ts that companies should consider when crafting and executing activities that support a strong employer brand.
Trigger Strategies - How to Develop an Effective Training Program, That Produ...Neil Thornton HBA, MA
A report based on over 20 years of training experience; what works and what is a complete waste of time when it comes to training in the business world
5 Unique Call Center Incentives to Maximize Productivity.pdfTime Doctor
Employees working in call centers have the opportunity to work with customers to create pleasant experiences. While the work can be complex, the effects of delivering an exceptional experience to customers are worth it. This document covers five ideas to provide incentives that will boost productivity and maintain morale.
Original blog: https://biz30.timedoctor.com/call-center-incentives/
Version with Notes: Grow Your Member Base with a Compelling Content Marketing...Sarah M Worthy
This presentation is intended to provide a high level overview of content marketing for new comers or those trying to translate their content marketing over to the web.
As Presented at the Assistance League Texas Networking Conference 2013, hosted by the Montgomery County Chapter.
Every attempt was made to credit my sources, however if you believe I missed one - please let me know.
Motivation is the reason that drives all of our actions. An individual expects that if they behave a certain way or perform certain tasks, they will achieve their desired outcome. In the workplace, this outcome, as long as it’s positive, is the driver that can impact if and how the tasks given to employees are performed. The key to reaching the highest possible results lies in being able to identify the factors that drive each individual in a workforce. In this SlideShare we discuss 9 main components that contribute to employees motivation.
5 tips to Integrate Purpose Into Your WorkplaceKristi Pastore
Creating a purpose-centered organization leaders to a better company culture with more engaged employees. Learn how to integrate purpose into your workplace with these tips!
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyHarvey Nash Plc
A short 'how to' guide and tips for employers on how to ensure that the new starters you have worked hard to attract and hire get off to the right start and feel included from day one.
If you would like to save time and benefit from all the lessons during my 2.5 decades as a successful etiquette expert, I offer one-on-one coaching to help you grow your business. I'll share with you the tools, tactics, and techniques that will shorten your learning curve and help you gain more credibility, increase your visibility, and enhance your marketability.
7 Companies Give Their #1 Tip For Reducing Employee TurnoverUrbanBound
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
Similar to 15 Employee Engagement activities that you can start doing now (20)
9 Things To Consider When Recognizing Remote EmployeesHppy
Even if managing remote employees is becoming a more widespread phenomenon, many leaders stills struggle with one of its key aspects – employee recognition. It doesn’t matter whether employees work on-site or remotely – obviously, they need to be engaged and motivated all the same.
Here are 9 actionable tips to help you properly recognize remote employees, motivating them to work hard and boosting your team retention rate:
The State of Employee Engagement in 2015 #Futureof #EmployeeEngagementHppy
Globally, employee engagement is declining, after hitting an all time low in 2014, with only 65,9% of employees engaged, according to Quantum Workplace.
Gallup U.S Daily estimates U.S. employee engagement at 32.1% for November 2015, with a current year-to-date average of 31.9%, despite the improving economy. The UK is also experiencing a worrying decline in employee engagement. According to Office for National Statistics figures, in 2015 UK workforces are 31% less productive than those of the US and 17% less productive than the rest of the G7 countries.
Today’s businesses face unprecedented challenges in engaging and retaining employees. This year’s employee engagement state is proof that we’re still a long way from answering the needs of a large portion of the workforce.
How can companies tackle this engagement crisis?
View other stats on employee engagement, identify key engagement drivers and other business solutions to this engagement crisis in our State of Employee Engagement in 2015 report here.
Your happiness is part of something bigger - International Day of Happiness (...Hppy
Join us in celebrating another International Day of Happiness this March 20!
This year's celebration of the right to happiness focuses on our need to connect with one another. Because our happiness is part of something bigger.
Engage your employees by celebrating one of the most popular traditions in the work! Halloween is a great opportunity to build a team-oriented culture and have boost employee morale.
Way better than a teambuilding!
#Halloween #Work #Workplace #Culture
You know those little things that just make your day?
A good conversation with a colleague or a great cup of coffee; happiness is in the small things.
Here are 14 little things that you can try to make your workday happier!
17 Employee Engagement Lessons from Game Of ThronesHppy
Is your office turning into King’s Landing every Monday morning? By now it doesn’t even matter if you’re a Game of Thrones fan or not, your employees most probably are.
If you want to avoid disciplinary meetings over spoilers and office gossip on who should sit on the Iron Throne we suggest keep your employees engaged and happy. You’re welcome.
Here’s what you need to learn:
[Photos: Arthawall.com]
Make this Labor Day about happiness!
This day is not about work.
On this day you’re not a worker/employee/employer/manager/assistant etc.
This day is about meaning and happiness.
Happiness is the new 8h goal.
A hundred and twenty years ago we rebelled against the injustice of a job taking over our lives. Not being able to enjoy our family, our homes and our passions made us stand up and demand more from life.
At that time it was about working hours. Today it’s about the meaning in our work, the happiness we have the right to aspire to.
Instead of going to work and waiting to go home every day, without anything remarkable happening, choose to make your work matter.
Who am I? - Personal Development Framework for EmployeesHppy
This basic framework is a great resource to help you get to know your employees (or future employees) better.
Use it to find out what drives them as individuals, both on a personal level, as well as on a professional level. You can then compare the results of this framework with your company values and vision and see if there is a culture fit. See what drives their personal happiness and their workplace happiness.
Short, simple to use and very effective in assessing job-personality compatibility and, most importantly, in forming long term relationships!
On June 28th 2012, the United Nations General Assembly declared March 20th as the International Day of Happiness. Conscious that the pursuit of happiness is a fundamental human goal, they recognized the relevance of happiness and well-being as universal goals and aspirations.
We’re celebrating happiness not only as a basic human right, but as a way of living and working.
We’re happy when we’re pursuing a purpose, when we’re grateful for what we have and when we appreciate those around us.
Join us in celebrating happiness! www.gethppy.com
“When we contribute to the common good, we ourselves are enriched. Compassion promotes happiness and will help build the future we want”
UN Secretary-General Ban Ki-moon -March 2013
This year we're partnering up with Action for Happiness to “RECLAIM HAPPINESS” - www.dayofhappiness.net
Happiness is often being used as a selling trick by companies and individuals who tell us that being happy comes at a cost.
We could point to many studies showing how wrong this is – lasting happiness does not come from what we consume, how we look or how much we earn.
Deep down we all know the things that make us happy. If only we could remind ourselves to appreciate those moments more often – and inspire others to do the same.
To celebrate the Day of Happiness 2014, we’re asking people around the world to share a genuine vision of happiness.
What made you happy today?
Tweet us @gethppy and tell us how you’re feeling this #happinessday!
Photo credits - Flickr users: TijmenKielen, iamtheo, Alex France, CelloPics, D. Sharon Pruitt, Charlie Stinchcomb, @Doug88888, D. Sharon Pruitt, Vermin Inc, Erich Ferdinand , Daniel Y. Go. Thank you!
Happiness at work drives business objectives. Research shows that happy employees are more profitable, more customer-oriented and more productive. They also stand less chances of leaving that company. That’s why some companies have made happiness at work a way of doing business.
According to The Conference Board, Human Capital and Operational Excellence rank first in the Top Global Challenges in 2013. Retaining and rewarding the best employees is a major concern for more than half of HR professionals, along with the development of the next generation of corporate leaders. Employee turnover and employee motivation have an immense impact on revenues, on company culture and on its talent competitiveness in the marketplace.
It doesn’t matter if you’re a small company who just started to build a reputation or if you’re a top 40 company, your Human Capital is your biggest challenge in the upcoming years. It can make you or break you.
In this white paper we examine a very popular yet sometimes controversial subject: Happiness At Work. We’ll talk about some of the latest HR trends, about employee engagement and how you can increase workplace happiness in 2014.
Content Summary
1. Executive summary
2. Latest HR Issues
3. The challenges of employee engagement
4. How is the new HR world resolving these problems?
5. Is employee happiness interesting?
6. The case for employee happiness
7. Conclusions
Download the full White Paper!
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
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Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Leadership Ethics and Change, Purpose to Impact Plan
15 Employee Engagement activities that you can start doing now
1.
2. Employee
Engagement
As a manager, keeping your
employees engaged is perhaps
the biggest challenge you face.
It’s also a huge opportunity to
gain long-term commitment
and discretionary effort from
your team.
But, in order to achieve that,
your engagement efforts have
to be aligned with your overall
business strategy.
3. Business commitment to
employee engagement
You have to be clear about “what” you want to
achieve in your company, before jumping to
“how” you’re going to go about it.
Your HR function is essential in defining and
planning an employee engagement strategy that
aligns with your organization’s goals.
4. Whether you’re simply browsing for
some ideas that might boost up morale
or if you’re putting down the final
details for your HR strategy, here are
15 employee engagement activities
that you should try!
5. Involve employees in your
business planning process
Every 6 months, or even quarterly, present the
most important issues in your company and
the actions made to address those issues.
Involve your team in planning ahead, assessing
opportunities and coming up with
improvement ideas for your business strategy.
6. Create a knowledge sharing
system
One of the biggest costs of a high employee
turnover rate is the loss of essential information.
Implement a mentorship program, pairing
experienced employees with newly hired ones.
Create a learning program template that they
should follow, giving them enough space to test
their own learning methods.
7. Encourage knowledge
sharing in a creative way
Create an open sharing space, once every 2
months or so, where every team can present
updates on their project and key learning points.
Make it fun and creative! You can have a theme
per each sharing session. For example, this
month’s theme is “Mafia movies” and the Sales
team decides to present its updates in a
Godfather-like manner.
8. Show them the money
Give your team a quick presentation of the
financial state of your company, every quarter or
at the end of the year.
Show them how everyone’s efforts are linked
together, set bold objectives for the next months
and get everyone involved in meeting those
objectives.
9. Encourage and provide
learning opportunities
Create your own Academy, where employees
can access the knowledge and development
opportunities that they need.
Assess their needs and their preferences, create
a curriculum and set-up 1-2 classes per week.
Make it engaging and rewarding with a
Graduation ceremony, caps and flowers and
even a fun night out.
10. Mens sana in corpore sano
Have your own Office Olympics where everyone
can get involved and have fun. Promote
wellbeing and the benefits of a healthy lifestyle
in a fun, competitive way.
Get to know each other in a different
environment and connect people with the same
interests. Prizes and embarrassing photos are a
must.
11. Have a hack night
Break monotony with an ambitious working
night. Set a clear objective, create your own set
of rules (breaks, music, snacks, etc.) and try to be
as productive as possible in just one night.
Get everyone together and test your creative
and operational limits. I promise it’s going to be
really fun!
12. Create excitement about
upcoming opportunities
Make sure you communicate upcoming
opportunities on a regular basis. Get employees
excited and striving for what’s next. Do it in your
internal newsletter, face-to-face or during a
general update meeting.
If they’re excited about what’s next, they’ll do
their best and reply with a “No, thank you” to
those irritating poaching emails from your
competition.
13. Let them create their own
onboarding experience
Create a self-guided onboarding experience.
People are much more likely to remember and
assimilate information that they get on their
own.
Set the ground rules, give them basic
instructions, a list of objectives and a timeframe.
14. Make onboarding fun
Have a scavenger hunt onboarding. Turn
information that is usually considered boring or
useless into company trivia and learning how to
use tools and systems, such as the internal
communication system.
Include other people in the game. For example,
have some of the older employees provide
answers and get to know the new hires.
15. Create your own internal
magazine
Create your internal employee-focused
magazine with fun columns, news, featured
stories and opportunities. Who wouldn’t like to
be featured on the cover as Employee of the
Month?
It can be an online magazine or a printed one. Or,
it can be both, a monthly online issue and a
quarterly printed one.
16. TEDx [InsertCompany
NameHere]
Have your own company TEDx-like Talks, where
you get to share ideas, boost creativity and
encourage innovation.
Make your workplace less about work and more
about the people there. Their ideas, experiences
and aspirations.
17. The League of Extraordinary
Managers
Managers are a key business component and an
equally important engagement driver. Create a
coaching program for managers and teach them
to really care.
Coach them towards maximum contribution and
satisfaction, align them with the organization’s
strategy, mission and values and show them how
to recognize attitude, effort and results.
18. “I am my own hero”
Encourage individuals to design and own their
career paths, instead of relying on the company
or on their manager.
Have people write their goal on a piece of paper.
Put it in an envelope and close it. Then, after 6
months or a year, give them the sealed
envelopes back to see if they’ve realized that
goal. Managers will have a guiding role.
19. Give back
Get involved in social and charity initiatives.
Giving back creates a positive mentality. It also
fosters pride and loyalty.
Get the team together, have everyone pitch a
cause and pick the one you want to support. It’s
important that you make it personal, that you
make it count. You can donate either time and
involvement, or money, or both.
20. Moving from theory to practice is a big
challenge. Most companies that measure
employee engagement do little beyond
that measurement.
Taking action means ensuring that all
employees understand the company
vision and its strategic direction, as well as
what their individual role is in achieving it.
21. “Progressive leaders understand that
although their people have individual
preferences, there is a common list of
things they want (and deserve)--things that
are necessary to encourage employees fully
engaging with the enterprise.”
BILL CATLETTE AND RICHARD HADDEN,
SOURCE: FASTCOMPANY
23. Thank you Infusionsoft, Iris, Jamesbondsv, Jean-Etienne Minh-Duy
Poirrier, Kevin Dooley, jseliger2, Lars Plougmann, Bill Abbott, dennis
crowley, Matt Biddulph, Kristin Dos Santos, rabble, Evan Bench, David
Wall, Jeffrey Zeldman for the images used under Creative Commons 2.0.