My patients were those who had gone home to die. Some incredibly special times were shared. I was with them for the last three to twelve weeks of their lives.
Employee engagement is of the utmost importance. One of the most alarming stats? According to Gallup, only one-third of U. It is An inspiring view to learn about engagement so that you can bring that to your workplace, and a great way to do that is to learn from other experts who are vying to make the workplace happier, healthier, and better for employees.
We searched for a few great TED Talks about this very subject so that you can watch these speakers and get excited to An inspiring view your employees today. Companies create intricate customer journey maps that help companies understand and plan for any bumps in the road that may make purchasing difficult for customers.
Alas, Diana states, companies spend 1,x less understanding and shaping the journeys of the people they depend on most, their own employees. In fact, according to Diana, companies spend 1 trillion dollars per year understanding customer behavior, but only million per year understanding employee behavior.
An example Diana gives in her speech is about a team of product developers.
The company wanted the product developers to go fast and the product developers wanted the same thingbut the company had over time developed a system of over a hundred informal sign-offs that needed to happen that was paved with office politics before products were approved.
Once the company was able to understand that roadblock, they were able to align their companies employee journey in a way that was speedier and more effective.
Companies spend 1,x less understanding and shaping the journeys of the people they depend on most, their own employees - Diana Dosik Click To Tweet 2. Kerry begins by talking about some of the myths of motivation and how some employers feel that they can come into a workplace, give a rousing speech, and then get an entire team of people to get excited about the work that they do.
In actuality, motivation is more complicated.
Kerry discusses that motivation is our drive to go seek pleasure and avoid pain. In this, Kerry states that when companies try to motivate people they cannot have a one size fits all approach to it.
If someone is motivated on the pleasure side of things, they will react to news and changes differently from someone who is motivated to avoid pain.
As a takeaway, we must understand the differences in how our employees are motivated when we are building teams, working with our employees, and changing anything happening in a company. As a positive psychologist, Shawn posits that so many people in science strive to study the average of people.
Shawn argues that, if we study what is merely average we will remain merely average. Instead, Shawn argues that we should look at, not just how to move people up to the average but how we can move the entire average up.
We can introduce this way of thinking into our work too so that we strive to not focus on being average, but being better than average as a team. As a company, we cannot tie happiness to success and working hard because in that model there is always something new to achieve.
|Salon Business Strategies and Salon Consulting - Inspiring Champions||David and his team are masters.|
Once you hit one sales target, you have another sales target, the cycle continues, and you never reach a peak happiness.
If we study what is merely average we will remain merely average shawnachor Click To Tweet 4. Claudia states that this is a combination of friendship, mentorship, and leadership.
Friendship is important because it creates an environment of people that you can depend on. When you have friends at work, you are more likely to succeed and feel excited about your job. As an employee, you can seek out those friendships, and as employers, you can create those opportunities within your workplace.
Mentorship is another piece to this puzzle that makes a huge impact. When employees have mentors, it impacts many things such as employee retention, customer satisfaction, employee and company earnings, etc. Claudia states that you have great leadership when you balance both accountability and self-awareness.
You must hold yourself and others accountable equally, and you must be self-aware enough to fix any behaviors as a leader that are not up to that standard. This will create the best leaders, even when you are not at the helm of your company doing the leading anymore. With these three concepts in tow, you can create an engaged workforce of people that are excellent at their jobs.
Keevin shares two things that millennial employees want in a company culture: Micromanaging versus autonomy Millennials want autonomy over their work. Keevin shares four areas of the workplace, that author Daniel Pink shares in his book Drive, where people want autonomy.
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Thanks so much for your comments and e-mails with words of encouragement. I really appreciate them. On to our tour then! In this talk, Diana Dosik shares her opinions on how much companies spend every year just to understand and follow the customser journey.
Companies create intricate customer journey maps that help companies understand and plan for any bumps in the road that may make purchasing difficult for . View Quotes Inspirational Quotes about View. May you find great value in these inspirational View Quotes from my large datebase of inspiring quotes and sayings.