What can we learn about peer recognition from a Nobel Prize winner in economics and a piece of advice relating to how to raise children. Two things, I suggest. First, employee recognition is likely to be even more important than we thought it was. Second, employee recognition should come not just from management but also from colleagues. How do we get from Nobel Prizes and child rearing to these conclusions? Well that takes a bit more explanation.
If you ask someone not to think of a pink elephant for the next minute, there’s a pretty good chance that they’ll spend most of the next minute thinking about pink elephants. So what do you think happens when you deliberately try to suppress bad thoughts because you’re trying to “think positively”? Richard Wiseman, in his excellent book 59 Seconds, says there’s some evidence that the pink elephant problem rears its head and you end up thinking even more negatively than you would otherwise have done and, as a result, end up making yourself less happy. So if positive thinking is a dangerous route to happiness, what’s the real happiness secret? And how can we use this secret to increase employee happiness? This post will discuss both of these questions.
The old saying that we should work smarter not harder undoubtedly captures an important truth: inefficient work is time wasted. However, a growing body of psychological literature suggests that the ability to work hard in a focused, consistent manner is more important than intelligence in determining who will succeed in the long-term. There’s an important lesson here: working smart is important but we must not forget the value of hard work when we hire and when we try to develop our own skills and the skills of our employees.
Guest post by Adrienne Erin
If your company is looking to reward and recognize hardworking employees, then you need to implement an incentive program. Although incentives such as bonuses and commissions are easy go-tos, especially in the world of sales, there are many other things companies can do for their employees that are both rewarding for the worker and lucrative for you. After all, incentives programs are a great way to motivate the top-of-the-line performance that goes right to your bottom line.
We tend to think of quality time as the precious hours we spend memory-making with loved ones. And yet, the reality is that we spend more time with those we work with. So why does it follow that we therefore don’t view time spent in the workplace with our co-workers as “quality time”. Or is that too strange a concept for people to grasp, when we so often talk about improving our work-life balance in favor of life?
This week I thought I’d focus on the ‘big picture’ in the current world of workplace engagement. I came across an article by Jullien Gordon on the behavioural aspects of Gen Y employees and the challenge of value alignment in modern management.
“Gen Y want to feel as though they are contributing more than just a number”
In an industry that relies on originality of ideas to become successful and build a strong audience; as well as competing against a firm spearheaded by business innovator and mastermind Steve Jobs (Pixar); it’s no surprise that DreamWorks Animation Studios utilize a number of interesting and unorthodox tactics to engage its workforce, fostering an greater level of intriguing creativity.