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Workplace 101: A Profiles Global Business Blog

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4 Networking Tips for Introverts

  
  
  
Networking for Introverts

According to Susan Cain, author of “Quiet: The Power of Introverts in a World That Can't Stop Talking,” roughly one-third of the population is introverted. Psychology Today says, “Introverts are drained by social encounters and energized by solitary, often creative pursuits.Their disposition is frequently misconstrued as shyness, social phobia or even avoidant personality disorder, but many introverts socialize easily; they just strongly prefer not to.”

Happiness in the Workplace: A Lesson from the Dragon King

  
  
  
Happiness in the Workplace

I recently learned about Bhutan, a small country in South Asia located at the eastern end of the Himalayas, surrounded by China and India.  What’s interesting about Bhutan is that it does not have a Gross Domestic Product. Instead, it’s the only country in the world to have a Gross National Happiness as its main development indicator.

From the Basket to the Casket: Can There Be Too Much Employee Engagement?

  
  
  
Employee Engagement

When the story first broke, I wrote an article about Arthur T. Demoulas, former CEO of Market Basket, and the large protests surrounding his termination. Now, over a month later, employees are still refusing to work. Part time employees have lost their hours, and salaried employees are losing their jobs. These employees are so highly engaged with and loyal to their former boss; they would rather not work at all than work for another company. One woman, who is responsible for taking care of her disabled husband, has chosen Market Basket over family, quitting her job because of dedication to her boss. In a Fox 25 interview with Joyce Maroney, high technology executive at Kronos, the question was asked: “Can too much employee engagement be a bad quality?”

Do I Have to Say it AGAIN?

  
  
  
Effective Management

Guest author: Chris Ball

One of the most often heard complaints from managers we work with at MBA Associates, and particularly in process improvement projects, is that people have to be told again and again to do the same things. Progress made is slowly eaten up, and it’s one step forward and one step back!

This source of frustration leads managers to question the ability and commitment of employees, and sometimes they are right. More often, however, it’s not the recipient of the instruction that is at fault, it’s the issuer or the context in which the instruction is given. Managers find this concept much harder to understand than the premise that the employee is incapable of taking instruction, or simply does not care. However, most employees don’t come to work to do a bad job, so why is it that instructions don’t ‘stick’?



Why Hiring Employees for Company Value isn’t Enough

  
  
  
hiring

Company values are important. They’re at the very heart of your organization. Hiring employees who already share a company’s value is important, but there’s much more to selecting a good job fit than if they think the same way you do.

When Employees Hate Each Other: 6 Tips for Resolving Coworker Conflict

  
  
  
Resolving coworker conflict

Contrary to the popular phrase “Ignorance is bliss,” it’s not – especially if you’re the manager of two workers who genuinely don’t get along. When two employees hate each other, their animosity can turn a healthy working environment into a toxic space. Coworker conflict will always come up; you can’t be everyone’s best friend. However, you need to be civil and able to work together. The longer the dislike between employees endures, the more it’s likely to hurt their productivity and that of those around them. Eventually, it needs to change and be remedied.

5 Warning Signs You’re Not Communicating with Employees

  
  
  
Communication

Guest Blog: Peter LaMotte

Perhaps the most critically important aspect of effective leadership is the ability to communicate with others. Admirable decision-making abilities, a willingness to delegate, and/or the capacity to envision the future. These don’t count for much if you’re unable to connect with the people you lead.

Unfortunately, busy executives aren’t always conscious of the fact that employees aren’t getting what they’re saying. Intentionally or not, these business leaders exhibit certain types of behavior that obstruct, rather than facilitate, the kind of communication that fosters teamwork and growth.



The Biggest Factor in Employee Engagement

  
  
  
Trust Fall

Everybody should know that engaged employees are “involved in, enthusiastic about, and committed to their work.” And, almost everyone has already seen that only about 30 percent of the American workforce is considered “engaged.” Any employer realizes that employee engagement is important. That being said, there is one factor in particular that may not be as familiar to employers that will increase their employees’ engagement. According to an article in Psychology Today, “leaders operating with trust enjoy higher engagement levels.” The article provides five things every employer and manager should know about the trust/engagement connection, to improve their leadership skills and increase the company’s employee engagement level.

4 Tips for Onboarding Millennials

  
  
  
Onboarding

Millennials: the generational cohort following Generation X, and the subject of much discussion in the HR world. If you’ve kept your ear to the ground in the past decade, you already know that Millennials will be taking over just under half of the corporate jobs in America in the next five years. In fact, there’s a good chance you are one (I am, and can vouch for the following information). If not (and even if you are) there are a few things you should know about what Millennials want, and how to best onboard and develop them, myself included.

Easily Execute Employee Engagement

  
  
  
employee engagement

Whether people realize it or not, the lack of employee engagement is astonishing. Gallup cited that roughly only 30 percent of employees are engaged! In today’s business world, it’s crucial that human resource professionals and managers truly understand how to engage the people that they employ.

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