Simply put, employee engagement is the precise opposite of “physically present, mentally absent.” It means that employees are happy with their role, productive, and present in the here and now, with all their faculties engaged and focused on work.
So, why does this feel like such a big ask most of the time?
“The Intern,” starring Robert De Niro and Anne Hathaway is one of the most telling movies about diversity in the workplace in our times. De Niro, a retired former executive, joins Hathaway’s furiously growing, millennial-powered eCommerce startup through a “senior internship program.”
What could go right?
We recently talked about the pain value of a bad hire, and what steps you can take to fix it.
Let’s talk about getting hiring right at an organisational level. Agreed, Human Resources is there for a reason, but when is it beneficial, or imperative, for the higher management to be involved in the hiring process?
It happens to the best of managers- we hire the person who seems best fit for a job, only to realise later just how wrong we really were. This is also a tricky problem to solve because no one sets out to hire the wrong candidate. So we are left with a range of emotions and a real mess.
When we worked on our #FirstTimeManager series last year, there was something that we said we would come to as a series by itself. Over a year later and enriched with multiple conversations on challenges managers face, we look at performance anxiety and stress, which peak in managers, leaders and founders.
The more we talk about stress, the more stressful it gets!
For many of us on a typical morning, it is common to have mental chatter even before we’re fully awake. We think about our task list, plan for the entire day, and let the brain go on a trip even before the day has actually begun.
Like us, you’ve probably seen the Eisenhower matrix several times in your life and never used it. It is possible that you may have tried and given up after numerous failed attempts.
Managing time is the single most powerful source of stress in our life and yet, paradoxically, it is something that we seem to be rather miserable at as a species.
Today, several organizations, big and small, take about a shared vision and the need for a collective driving force. It is interesting to note, however, that the concept of shared vision as developed by Peter Senge was first studied, theorized, and implemented at schools.
It is quite paradoxical that schools, which are considered temples of learning, are also often plagued by the same organizational issues as their corporate counterparts. Senge came upon something universal.
As an executive and a leader, it is everyone’s dream to achieve the impossible. Let’s just think about the start of services like Airbnb and Uber. What’s more surprising than their meteoric growth is the fact that no one had managed to come up with these exquisitely simple ideas before. What about visions that just aren't seeing the light of day?
Before the summer of 2015, it was very rare for C-suite executives to openly talk about personal loss and tragedy and how they recovered from it. And yet, when Sheryl Sandberg lost her husband, she found support on the very platform she works to market- Facebook.
Have you ever been part of a meeting where everyone comes out feeling good about the way forward? If you haven’t, we don’t blame you. From pitch presentations to negotiations, boardrooms across the world are famous for the pace, or lack of it, within those spaces. But, if you pause to think about it, do people get into meetings with the specific intent of being unproductive? No! Yet...
We’re lucky that we live in a connected world. Unlike the earlier workforce that needed to go through acquaintances and job portals, and then wait endlessly for a recommendation, we today have powerful social media tools that put us front and centre in a hirer’s mind, or put that dream job right in front of our eyes. Make the most of it!
Ever been in an interview where you didn’t quite know what you were supposed to do? Have you ever conducted an interview only to realise later that you’d chosen the wrong cohort of people to talk to?
There is a huge cost to hiring wrong or joining a workplace that doesn't suit you.
Irrespective of whether you got a promotion this time around or not, you’re surely thinking of ways to up your game in the coming year. Knowing exactly where you feel short this year can help you set specific goals to move forward with.