Priorities get tricky. There is always so much to be done – in life, at work. At both places, it is easy missing out on some of the most important priorities. Employee success is one such priority.
Twenty six thousand two hundred eighty hours and more. Yes, that is how long I have been working with businesses as a strategic advisor. Long enough to come across the most common business management myths that ruin innovation and growth. These myths hinder decision making.
Employee engagement is vitally important for the success of any organization. Happy, engaged employees lead to improved organizational performance, productivity, and innovation. However, when employees are disengaged, it can be costly for companies. Organizations need to recognize the signs of low employee engagement to combat the negative effects.
Employees who challenge the status quo can help create positive changes in organizations, which leads to improved productivity, creativity, and innovation. In this blog post, we will explore how employees who challenge the status quo make a difference in their organizations and how to encourage this behaviour in your workplace.
Our many worlds (family, friends, work) do not exist in silos. They intersect, interact and influence. Unlike the popular multiverse theory, we as individuals move from one world to another everyday. As we move from one to another, we carry along our emotions too – happiness, worries, stress.
Though the business world has made great strides in the past few years in regards to diversity and inclusivity, there is still much progress to be made. In this article, we have explored the need for diversity and inclusion. What are some of the challenges and benefits that come with a more diverse and inclusive workforce?
I am a strong believer in the statement “fiction imitates life”. I have often derived the best of life, business, relationship and leadership lessons from fiction. Great authors are great gurus. Here are two leadership lessons from Dan Brown’s bestseller Inferno.
Denny Crane, played by William Shatner, in the legal drama Boston Legal is one of my all-time favorite characters. Josh Bell, TV Critic for Las Vegas Weekly, describes Denny as “egomaniacal, sexually ravenous, prone to malapropisms”. That’s an apt description. In the show, Denny is a “renowned attorney of some fifty years of practice, who claims to have won 6043 cases and will never lose one”. With such an impressive resume, he sure has some life and business lessons for all of us.
A/B testing or split testing is how marketers use a number of variations of a campaign. This lets them determine which performs better. As a manager, how do you know what works best? Can you do better? How can managers use A/B testing?
One of the most (ab)used and (mis)shared quotes on social networks is that “People leave managers, not companies”. This is somewhat true. People leave jobs due to bad managers. But people leave good managers too.
What makes a manager good or bad? You need to realize that the correct answer is not a definite point on a scale. Like most quality measurements, the answer would have a range. Like how sweet is a cup of tea? Or like salt to taste.