Here are some questions your employees would be asked about feeling valued in an engagement survey:
Here’s some feedback on having a positive/flourishing relationship:
Here are a few tips on praise… let someone relive the win by asking how they did it and don’t underestimate the power of a handwritten note.
Here’s the recipe for a good thank you:
As it relates to pay, the goal is to make it not a de-motivator. As a board member shared, he’s never been paid enough in his 40+ years as a professional:
When thinking of benefits, what can you offer that’s a benefit for your employees but not a significant cost for you?
When looking to improve job satisfaction, we want to start from the inside sphere and work our way out… start with a challenging job and a healthy relationship with a person’s direct manager.
From first to last, below are the areas needed to create a job that’s fulfilling:
Look for opportunities to make a job more than a job:
In an engagement survey, below are a few of the questions they’d be asked around the trust and effectiveness of managers:
To me, leadership has two main components… first, is how we think
Great leaders take blame for mistakes, give away credit when there’s success, and set an example:
I think Dale Carnegie does a great job of nailing the seven things a leader does…
Here are a couple of questions around coworker trust found on an engagement survey:
To help the leadership team understand how each of us are “wired”, we’ve all taken a personality assessment and created a cheat sheet which identifies the core ways we want to work with one another.
To create an environment of trust, as leaders, we need to let our team members know it’s O.K. to make mistakes. To create trust, we need to know each other as people. To do this, there should be a corporate calendar with scheduled business and social events.
