Dopamine-driven gamification to motivate your teams
Gamification can improve productivity but must be done with an inclusive focus to support a team's diverse talents, writes Gloria Folaron.
Update your browser to view this website correctly. Update my browser now
Gamification can improve productivity but must be done with an inclusive focus to support a team's diverse talents, writes Gloria Folaron.
Ethical leaders can create good culture by defining, aligning and refining their practices and policies, says S. Chris Edmonds.
Work-life balance can be achieved by identifying what you need, then crafting a proposal to take to your boss, writes Joel Garfinkle.
The future will bring new ways to work, but training, education and human creativity will remain central, writes Leigh Ober.
Leaders can identify if they need to change their operations by analyzing these three categories, writes Dave Coffaro.
Every organization has hidden leadership talent, but Joel Garfinkle offers four ways to draw out even the most reticent.
In the TV show "Ted Lasso," Ted tell his team to "hush your butts," which can help leaders better understand how to navigate employee "buts."
The best professional development happens when executives put inclusive and supportive programs in place that empowers managers to innovate.
Boost employee performance by building trust, providing critical feedback and recognition as well as opportunities for growth, writes Cyndi Wenninghoff.
Building a culture of respect can take time, but the payoff is worth it as productivity and employee retention increases, says S. Chris Edmonds.
Leaders can master the art of motivation by providing employees with the autonomy, connection and competence they need to advance, writes Susan Fowler.
There are three different leadership styles leaders can use depending on whether you want to direct, discuss or delegate, writes Paul B. Thornton.
Leaders can shift their company's power dynamics to one of equity in four ways, including involving employees in decisions that affect them, Julie Winkle Giulioni writes.
Leaders must constantly amplify their vision for company culture and continually adapt to changes that can enhance it, writes Mark Miller.
Ongoing learning and development programs can enhance employee engagement by giving them the new skills they crave, writes Kathy Gersch.
Video meetings will be a reality for the workforce for the foreseeable future, but that doesn't mean that have to be something to dread, writes Stefanie Palomino.
Simply describing company strategy as a "cheeseburger" without providing clarity will leave your employees wondering if they're the sauce or the bun, writes Art Petty.
Procrastination can be bad for your health, and your business, but Susan Fowler has an example that may just motivate you to complete that next task.
Employees are begging their leaders to "just skill me," and Julie Winkle Giulioni offers three ways companies can fulfill that need.
Validation of employees when they do a good job is critical to retaining top talent, says S. Chris Edmonds, who points out many leaders overlook this retention tool.
Leaders who focus on the team as both individual and teammates can create a sense of cohesion that can boost their performance and engagement.
Annual performance reviews can be viewed as a pain, but Julie Winkle Giulioni says that by making 4 critical shifts, you can begin to view them as a tool to learn and grow.
Companies need a specific "servant purpose" that provides employees a sense of pride in how they serve customers and clients.
Leaders can avoid "quiet quitting" by making diversity, equity, inclusion and belonging a "must-have," not just a "nice-to-have" part of the culture.
Leaders should ask themselves four questions to reflect on strategies to stem the tide of "quiet quitting."
Leaders who show love to their employees by getting to know them and acknowledging their importance to the business will build trust and loyalty.
Intentionally connecting with colleagues and friends can improve our productivity and health while creating a positive culture of connection.
Companies can create loyal employees by showing their loyalty to them first through both professional and personal support.
Gamification can be a powerful learning tool for employees if it creates intrinsic motivation to keep playing instead of seeking a reward.
Making the switch from learning about an employee to learning from them can be a powerful tool for creating employee connection.
Human capital is often a company's largest expense, which means it requires investment and measurement to ensure teams are performing at their best.
Companies can win the war for talent by following these three steps to create great jobs that provide a sense of connection and satisfaction for employees.
Employee wellbeing should be a top priority for leaders and LaRae Quy offers a step-by-step guide.
Combining servant leadership and a village mindset can help companies empower and engage employees
Don't choose between employees and customers. Denise Yohn explains how to meet the needs of both.
Learn why leaders want to build workplace passion instead of relying only on employee engagement.