Incredulous but true. Here are several examples of the absurd-in-action from the executive suite. A colleague who works in sales shared that her employer is undergoing massive changes and consolidation. Besides reducing staff and increasing the remaining employees’ workload, management also lowered sales commissions while raising sales goals. At a staff meeting the head of
[Note: This special guest post is from G. I. Sanders, Senior Director of Creative Services at Dynamic Signal. Based in Dallas, TX, Sanders specializes in entrepreneurship, digital and social media, design, and marketing.] Company success happens in many ways. Popular wisdom posits that the best way to do this is to engage with customers and partners.
Whether getting together in person for problem-solving, planning, or idea-sharing, many employees are thrilled with the opportunity to engage in active discussion when management is truly interested in their input. I’ve seen the positive impact of these employee gatherings first-hand in my work as a facilitator and trainer. Individual, team, and organizational benefits of effective
The Reorganization by David Zinger They moved us, yet we were not moved. They changed us, yet we remained the same. Boxes on pyramidal charts yanked off the shelf like Cheerios from a grocery store. They morphed us into a matrix. Duties reassigned as we searched for our coffee mug that failed to move with us.
[Note: I’m pleased to feature this guest post from Alison Davis, founder and CEO of Davis & Company, an award-winning employee communication firm. I previously shared another of Alison’s posts, What Employees Want Most from Internal Communications Channels.] Tired of working hard to get employees the information they need only to find they still don’t understand essential concepts and
New employees are easy to engage given the fair amount of attention they receive at the outset. They’re likely to be welcomed with open arms and treated to meetings with executives who explain the company’s mission, vision and goals; reinforce their value to the company; and introduce them to their respective departments to meet their managers
[Note: This guest post is courtesy of Alison Davis, founder and CEO of Davis & Company, an award-winning employee communication firm that for 30 years has helped leading companies – such as Johnson & Johnson, Motorola Solutions, Nestle, Roche and Rogers Communications – increase employee engagement. Alison sets the strategic direction for the firm, consults with
[Note: This guest post was written by Kim Plyler, a communications professional and media strategist. CEO and founder of SahlComm, Kim works with high level clients in the technology, finance, manufacturing, cyber security, NGOs and nonprofit sectors. Her company’s mission is to further the mission of others and help improve humanity.] 5 Ways to Boost Your
[Note: This special guest post is from business growth expert and coach, Meridith Elliott Powell. Her words are especially timely as we enter a new year filled with uncertainty. For more info about Meridith’s work, please see her bio at the end of this post.] On any given day, depending on what channel you are
We all love great bosses and hate the bad ones. The only upside to a bad boss is what we learn from our experience working with that person: primarily what not to do and, occasionally, what to do. Following up my previous post on lessons learned from bad bosses, here is more great advice shared