Back in 2005, a British psychologist named Dr. Cliff Arnall created a formula to establish the third Monday in January as the peak of seasonal depression. He based this calculation on numerous variables including the weather, salary, debt, low motivation, post-holiday gloom, attempts to quit a job, and a sense of urgency to take action. An this is how Blue Mondays became an instant hit.
After an undeniably exhausting couple of years, we all could use a little pick-me-up. One way to get that boost is to celebrate small wins, no matter how tiny or insignificant they might seem.
If you have a hard time keeping your employees engaged and motivated, you’re not alone. Morale and motivation are hard to get these days. More than 100,000 workers quit their jobs every day, resulting in billions in lost productivity and hiring costs.
Lack of employee motivation costs companies billions every year. Low motivation equals low productivity, poor results and low income. Studies show that 48% of employees don’t really like their jobs, while 80% feel stressed and only 30% feel engaged and inspired. At the same time, 18% of US employees completely hate their jobs.
Motivation is the driver that pushes people towards achieving their goals. Most employees are highly motivated when they start a new job, but somewhere along the way many of them begin losing sight of the positive aspects and start feeling trapped in a job that only puts bacon on the table.
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.
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.
Millennials are one of the largest generations in history. And they are set to transform the world we live in. By the time they retire, millennials will change transportation, commerce, work, education. Everything will be different. Even right now, they are already repainting the landscape.
Born between 1980 and 2000, millennials are the product of wave after wave of incredible changes. Hence, they’re less homogenous than other generations. Hence, diversity and tolerance are key aspects of this generation. At the same time, globalization and social media have had a significant impact. So many things have happened between 1980 and 2000. Each of them enough to make the world never the same again.
Productivity right after the holidays is tough and can surely be quite a stretch. The kind of stretch that, in brief, rips through your hard-earned rest. Indeed, it may be hard to get everything back in gear. The absence of work is easy to adapt to, in time.
Team resilience is not just survival. It is changing the rules of your fitness. And this goes beyond adaptation. Team resilience is nurtured, not bought just as true grit is nurtured, not bought.
It’s tuning your team so that it adapts to a new reality. One that’s tougher, meaner, against you. Team resilience is all about moving along this new reality.
