Both at work and in everyday y life, each generation has something unique to offer. However, the culture gap between generations can make things uncomfortable at times, leaving people feeling less welcome. So how do we create a work culture that brings people together instead of tearing them apart? This is the core of my article, so I encourage you to read forward and find out.
Work-related stress is something that we all experience in different degrees and for different reasons. According to HSE statistics
Team engagement makes or breaks team accomplishments. In fact, team engagement plays a huge role in meeting deadlines and reaching set goals.. Even though it is crucial to team success, engagement is challenging. To emphasize the importance of team engagement, we offer this concise guide. Included are some practical takeaways that you can apply at the heart of your team.
Team collaboration goes big when your team goes small. Team size in itself affects productivity and team synergy. Smaller teams have higher engagement, less overhead, better flow, and improved decision making. Best of all, it is more cost-effective to reach goals with smaller teams.
Yet, many times organizations go with “bigger is better. This often comes at the cost of effectiveness and produces sub-par results. So much so that it may be better to simply create two smaller teams than using a large one.
Everybody knows that motivation is key to doing good work. Company culture has become a popular term among corporate leaders; more and more companies are focusing on creating a culture that fosters motivation in their workforce and you know the saying: happy workers are effective workers. Thanks to an increasing body of research, we’re learning a lot about what it takes to build and maintain a high-performance culture within an organization.
New York Times Bestselling author Sheryl Sandberg defines leadership in the most creative and truthful way. “Leadership”, says Sandberg, “is about making others better as a result of your presence and making sure that impact lasts in your absence.”
According to Sandberg, a great leader becomes such an inspiration for others that the teachings they spread will continue to have a lasting impact, even after they’re gone. Guiding employees in a way that transcends job duties and rigid responsibilities stands at the core of great leadership.
One-on-one meetings are the soul of any startup. In essence, they’re a superlative form of supervisor-employee connection. And without a doubt, they are very advantageous. To list, they connect, inspire, motivate, boost communications, and enhance cooperation.
Focus at work is under siege. Everything can interrupt your focus. Coworkers asking you out on a break. A nearby call ringing its way into your focus. And most of all, the myriad distractions new tech put on the table. The buzzes, the dings, the rings. The trouble is, if you don’t focus at work, work doesn’t get done by itself. Hence, focus at work matters.
Productive work is oftentimes unattainable. Very often we end up doing futile work on things unrelated to our productivity. And, by all standards, work should be productive. Yet, other than procrastination, there are countless reasons why it’s tough to do productive work. Most of the time, work inertia makes it hard to change things for the better. Chiefly, having spend so much time training to do things a certain way makes us reluctant to change.
Imagine, however, that you could bring forth change with a few tiny tweaks. Nothing too complex, no relearning or brain rewiring. Instead of huge changes that might not even work for you, try the shortest path to change. Tiny tweaks for productive work means that you invest as little as possible to get the greatest possible return.
Reward teams and you get to build motivation, boosts productivity and develops team trust. Indeed, offering people recognition boosts their self-esteem, confidence and happiness at work.
Some other advantages are increased employee engagement, less staff turnover, higher customer satisfaction ratings and the fact that organization grows in its sense of purpose. To be sure, there are plenty other good reasons to reward teams. But only a few great ways to do it.
