Beating The Bear Market With Engaged Employees
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1. The document discusses how maintaining employee engagement can help companies beat a bear market. It provides strategies for keeping employees motivated and productive during an economic downturn. 2. Five key differentiators are identified that successful companies focus on: setting a clear direction, open communication, career development, recognition, and well-being. 3. Engaged employees are linked to better business outcomes like customer loyalty and retention, lower turnover, and higher productivity. Maintaining engagement can improve a company's bottom line during difficult economic times.
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The Top 9 Things That Ultimately Motivate Employees to
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Glenn Llopis Contributor
Leadership Strategy
I help organization build high-performance leaders, teams and cultures focused on inclusion and the power of
individuality. Leadership in the Age of Personalization.
12/10/19, 9:31 PM
Page 1 of 8
When you wake up in the morning, what is the passion that fuels you to start your day?
Are you living this in your work? If others asked you what drives you to achieve, would the
answer be obvious? The triggers that motivate people to achieve are unique for everyone.
Many would say its money; more people are starting to claim that they are driven to make
a difference. Regardless of what motivates you and drives you to reach peak performance
– it must be managed and balanced. Too much motivation in one area will weaken other
parts of your game.
Motivation has been studied for decades and leaders in the workplace have used
assessments like DISC and Myers-Briggs to determine their employee’s personality types
to better anticipate behaviors and tendencies. Additionally, motivational books are used
as tools to get employees to increase their performance and / or get them back on track.
While assessments, books and other tools can help project and inspire short and long
12/10/19, 9:31 PM
Page 2 of 8
performance, the factors that motivate employees to achieve evolve as they mature and
begin to truly understand what matters most to them. Therefore, as leaders we must hold
ourselves accountable to build meaningful and purposeful relationships that matter with
our employees. This allows us to better understand those we are serving, just as much as
ourselves.
As a leader, don’t just read the assessment scores, get to know those whom you are leading
and be specific about how you help each of them achieve their goals, desires and
aspirations. The objective should be to help one another and to accomplish this each of
you must identify those things that motivate you both to work together.
To help you get the most from your employee relationships, here are the nine (9) things
that ultimately motivate employees to achieve. As you read this, think of how you associate
with each of them. Share your story and perspectives – and comment about it. This is a
hot topic and the more we can discuss it, we can help one another become better leaders.
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trust of their employees who in turn will be more motivated to achieve. I once had a
department manager that always looked out for me. He was upfront in communicating his
performance expectations and his feedback was direct. He never treated me like a
subordinate and looked for ways to include me in senior management meetings. This
opened my eyes to what lied ahead in my career and thus motivated me to re ...
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Jobs involve working for an employer, typically on a set schedule, and receiving a regular paycheck with benefits like health insurance and retirement plans. Businesses, on the other hand, entail creating and managing one's own enterprise, often with greater financial risk and responsibility. Jobs offer stability and consistent income but limit autonomy.
The complete guide about entrepreneurship, want to become an entrepreneur?
Businesses offer flexibility, potential for higher earnings, and control but come with uncertainty and the need for self-management. Ultimately, the choice depends on individual preferences, risk tolerance, and entrepreneurial spirit.
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Alz Jan News
The document discusses six key factors for assessing an organization's health and success:
1. Success and reputation - how the organization defines and communicates success internally
2. Leadership - ensuring leaders communicate frequently and link actions to business conditions
3. Challenging work - ensuring employees' work is appropriately challenging through feedback mechanisms
4. Opportunities for growth - having promotion processes and celebrating promotions
5. Total rewards - communicating a philosophy around various reward programs, not just compensation
6. Sense of community - creating frameworks and culture to foster trust and common purpose among employees
The document advocates reviewing these factors, especially during economic uncertainty, to strengthen organizational foundations.
Integrated communication
The document discusses problems that arise due to lack of communication between management and employees. It notes psychological, social, behavioral, and resource issues such as anxiety, distrust, poor customer service, and untapped talent. To address this, the document proposes creating a more communicative environment through encouraging informal communication, "feedforward" meetings, an incentives program, mentoring, and talent management. This would lead to more effective leadership, motivated employees, and improved company performance.
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You’ve invested a lot of time and money recruiting and hiring the right talent for your small to mid-sized businesses (SMB). The last thing you want to do is let all that hard work go down the drain when an employee leaves for another opportunity.
But, many SMBs ask, “How do I keep the talent I worked so hard to recruit?” Borrowing “big company” tactics can help you build a truly effective employee retention program.
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- Eye-opening statistics on employee attrition’s business impact
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Retaining Top Performers
The document discusses identifying and retaining top performers. It outlines a three step selection process of evaluating a candidate's past, present, and future fit. The process involves surveys, interviews, background checks, personality and skills assessments to evaluate a candidate holistically. It emphasizes the importance of seeking the "total person" to determine if they can do the job, how they will do it, and if they will want to do it long term.
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Retention Management in the Era of Healthcare Reform
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Jobs Vs Business_ Key Differences and Benefits to Know (2024).pdf
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- 1. Beating the Bear Market with Engaged Employees Mark Hirschfeld & Leigh Branham February 2009
- 4. Trust Hope Worth Pride Four Basic Needs of People at Work
- 8. Engagement is Linked to Key Business Outcomes If we get more employees engaged…. They will take even better care of our customers… Who will come back more often and tell their friends! Higher engagement scores…. .creates more loyal customers……which improves our bottom line. ( Lower employee turnover, less absenteeism, higher productivity, higher revenues/backlog, more client retentions, etc.)
- 10. The Rise of Engagement Mean Scores 4.9 5 5.1 5.2 2005 1 st half of 2008
- 11. Twice As Many Employers Had Lower Engagement Scores in 2008 than in 2007 63% had lower scores (134) 37% had higher scores (76%)
- 13. Differentiator #1: Setting a clear, compelling direction that inspires trust and confidence +3.65 Gained Ground Lost Ground -6.16
- 16. Differentiator #2: Open, Honest, Two-Way Communication Lost Ground -7.29 Gained Ground +3.53
- 20. Differentiator # 3: Continued Focus on Career Growth, Learning, and Development +3.23 Gained Ground Lost Ground -6.09
- 21. The Job-Challenge Life Cycle Overwhelmed Happily Challenged Smooth Sailing Bored New Challenge Indifferent Source: Rob Bennett, Passion Saving: The Path to Plentiful Free Time and Soul-Satisfying Work
- 24. +4.08 Gained Ground Lost Ground -6.18 Differentiator #4: Recognizing Employee Contributions
- 27. Differentiator #5: Commitment to Employee Well-Being +6.67 Gained Ground Lost Ground -3.56
- 32. Employees Can Be Re-Engaged! Start with enthusiasm Quit-Stay Question decision Disillusioned Consider quitting Search for options Receive offer “ Quit or stay?” Engaged Employees
Editor's Notes
- Thank you and good morning Great to be back in California. My old stomping grounds right here in OC where I spent 13 years, Many of you heard my presentation in Napa at your summer conference in 2004. Thanks to Wade for inviting me back, I spoke by phone to many of you back then and learned a lot about KPFF—enough to develop a strong admiration for the way you run your business and treat people. It seems as if I’m always speaking to the firms that least need to hear my message. Consider this a refresher. A lot has changed in 5 years, but as you know, even more has changed just in the last 5 months…