Employee turnover is a popular subject between us management consultants, especially when the economy is good, and unemployment is low. Now you may say, “what’s the big deal?” Well, besides the interruption in your organizational flow and production, there’s the cost. According to a study by Hewitt and Associates, the average cost of turnover to… Read More >>
Bear Bryant Motivation
by Larry Johnson I’m a big believer in Bear Bryant Motivation and here’s why. I usually lead off my management workshops by having people brainstorm a list of words and phrases that describe the worst managers for whom they have ever worked. Invariably, the sin of “Takes credit for your work,” is mentioned. Yuk.… Read More >>
How Should Millennials Give Feedback To Baby Boomers?
So How Should Millennials Give Feedback To Baby Boomers? It’s a question that is being asked more and more in today’s workplace. Hi, my name is Meagan Johnson. I’m a professional speaker and Generational Humorist. I speak to groups, audiences, associations and corporations about the multiple generations in the workforce, the marketplace and even in… Read More >>
Honest Feedback: helping employees accept it
Giving honest feedback to employees can be tricky. Good leadership in this arena can be helpful. In my most recent video blog titled “Truth To Power: Avoiding the Naked Emperor Syndrome” I discussed some techniques for encouraging employees to speak up and give you honest feedback, even when it’s risky for them. Let’s now take… Read More >>
Truth To Power: Avoiding the Naked Emperor Syndrome
Speaking truth to power – definition: (Huffington Post) “Speaking truth to power means believing deeply in what you say and fighting every day to have that heard. It may not be popular; it means taking a risk, it means standing for something.” Alternate definition: having the guts to tell the truth about your company to… Read More >>
Improving Corporate Culture – Having an Accountability Conversation, Part 6
This is the 6th in the series of video blogs I’m doing on improving corporate culture by having an accountability conversation. Note: If you missed Part 1, Part 2, Part 3, Part 4, and Part 5, you can watch them all before watching this video. What does “Having an accountability conversation” really mean? In our last session, we talked… Read More >>
Improving Corporate Culture – Cultivating Employee Accountability, Part 5
This is the fifth in a series of video blogs on improving your corporate culture by cultivating employee accountability. What a concept! In the first four sessions, we talked about the importance of being clear with your team about your expectations around accountability. What Can You Do as a Manager or Supervisor to Create an… Read More >>
Improving Corporate Culture – Employee Accountability, Part 4
This is the fourth in a series of video blogs on improving your corporate culture by cultivating employee accountability. If you missed Part 1 , Part 2, and Part 3, you can watch them both before watching this post. You can read the summary of the video below: Corporate Culture We’re looking for people who will… Read More >>
Improving Corporate Culture – Employee Accountability, Part 3
This is the third video in a series on improving corporate culture thru employee accountability. I will discuss specific expectations every manager should clarify with every direct and indirect report to establish accountability within your organization’s corporate culture. If you missed Part 1 and Part 2, you can watch them both before watching this post. … Read More >>
Top 10 Questions for Manager-Employee One-on-Ones
At the heart of improving corporate culture is how supervisors and managers interact with employees. I’ve always preached that meeting with employees often is a critical part of that process, but sometimes supervisors are at a loss as to what to discuss. I found this list of helpful questions at Soapbox.com , written by Brennan, who… Read More >>
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