DO YOUR STAFF KNOW WHEN THEY’VE HAD A GOOD DAY? (ROCKEFELLER HABIT #9)
Motivation and engagement – the holy grails of any business. With productivity levels languishing in the UK, companies need to get real about this. Just a few, well-chosen initiatives can make all the difference, unlocking up to 40% more effort in every employee. And certainly, if you’re looking to scale-up, you need to get fanatical about driving up engagement.
There are many aspects that influence engagement and I’ve blogged before on using praise as a motivator, building psychological safety in your business, prioritising happiness and measuring engagement levels. But here, I want to focus on Rockefeller Habit #9 which is specifically about employees knowing, quantitatively, whether they’ve had a good day.
Why is this important? Because it links with the first question of the Gallup Q12 engagement survey, ‘Do you know what’s expected of you at work?’ More than anything, staff need to know the game they’re playing, the rules and their score in real-time. Absolute clarity on these can massively impact their motivation levels. Suddenly they’ll see their direction of travel, the steps they need to take and their ultimate goal.
So how do you make this a reality in your business?
Learn the Art of Public Speaking with the Accidental Orator, Graham Davies
Graham Davies, the self-titled reformed barrister turned accidental orator, is not just a captivating public speaker. He is also a renowned public speaking coach whose list of blue-chip corporate and individual high-profile clients reads like an international Who’s Who and includes 8 FTSE 100 CEOs and 20 Cabinet Ministers across successive governments.
Graham started life as a barrister, practising law for 12 years, but found a new calling in the late 80s and early 90s when he discovered that there was a budding marketplace for professional after dinner speakers and there was good money to be made doing it. He eventually found himself giving 100 after-dinner speeches a year, whilst maintaining his day job. Something had to give. It wasn’t a hard choice to make – he not only enjoyed public speaking more than law, but it paid better too.
Ever the consummate professional, Graham began turning up to his speaking engagements earlier and earlier, listening to the speakers who preceded him, and realised that public speaking was not an innate skill that we all have. And so began his second and current career as The Presentation Coach.
Listen to this high energy, high octane discussion with Graham. We’re sure you’ll enjoy it.
The Business Owners & Entrepreneurs Podcast with award winning business coach Peter Boolkah (aka The Transition Guy®) will help you take control of your business (and your life) while growing and transitioning your business from one level to the next. Featuring special guests from around the world, including best-selling authors, keynote speakers, world-class coaches and business leaders, The Transition Guy® podcast is sure to give you the insights, knowledge and understanding you need to take your business leadership skills to the next level.
Close to US$3.8 trillion is expected to be invested by businesses in digital transformations in 2019, up 3.2 percent on the previous year, as companies try to transform the way they work in the face of technological change, market disruption, and unrelenting competition. But one has to ask: What kind of bang are these companies getting for their buck? Global productivity is all but stagnant in the biggest economies, and barely half of organizational transformations and 40 percent of technological transformations achieve their goals.
Despite persistent efforts to tackle underrepresentation of women on corporate boards, most boardrooms remain mostly male. The slow progress on gender diversity has frustrated policymakers, industry groups, and institutional investors, many of whom have publicly advocated for inclusion of women and minorities among the top ranks of management. But are investors walking the walk on board diversity?
If you ask people what’s wrong with corporate workplaces, it won’t take long before you hear someone mention something about being put into a performance bucket. The A bucket is for the best, and the C bucket is for the underperformers. The middle and most common bucket is B, as it spares the supervisor from having to justify why an individual is exceptional or on the verge of getting fired. The problem is that ranking someone against their peers is not the ranking that matters and is counterproductive in terms of building an exceptional corporate culture.
Word of mouth is directly responsible for 19% of all purchases, and influences as much as 90%. Every human on earth relies on word of mouth to make buying decisions. Yet even today, fewer than 1% of companies have an actual strategy for generating these crucial customer conversations. Talk Triggers provides that strategy in a compelling, relevant, timely book that can be put into practice immediately, by any business. Combining compelling stories, inspirational examples, and practical how-to, Talk Triggers is the first indispensable book about word of mouth. It’s a book that will create conversation about the power of conversation.
In a recent groundbreaking study, the training firm Leadership IQ found that 46 percent of all new hires fail within their first 18 months. But here’s the real shocker: 89 percent fail for attitudinal reasons―not skills. Most hiring managers are getting it wrong. Of course skills are important, but a particular skill set is about the easiest thing to test in an interview. Although much harder to recognize, attitude should be your number-one focus during the hiring process. Don’t suffer from poor chemistry―even one employee with the wrong attitude could cause years of suffering for your other employees and customers. Whether you’re hiring new employees, choosing existing employees for a new team, or upgrading your current talent pool, you need people with the right attitude!
MEANINGFUL ACTION FOR MONDAY
Go on-line and find a job advert for your role. Read it as a future employee. Is it exciting? Would it attract A Players? Or is it boring as hell and no different to anyone else’s?