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Digg it UP - Curbing Low Morale
An establishment that does not have its own bar coding equipment, but still wishes to have its own design for a bar code, can think of customizing bar code labels. Many companies specialize in designing custom bar code labels that depend on the requirements of their clients. They can produce bar codes in any number, big or small.Manufacturers of custom bar codes use bar code software to design unique labels based on specifications from the ordering company. The ordering company decides the size of the bar code label. The bar cod
The Gallup Management Journal’s semi-annual Employee Engagement Index puts the current percentage of truly “engaged” employees at 29 percent. A slim majority, 54 percent, falls into the “not engaged” category, while 17 percent of
Are you currently seeking employment? Looking for a new profession? Considering a career change? Then a job in the field of Search Engine Marketing should be at the top of your list. Here are 10 reasons why:1) The Search Industry is HOTThe first dot-com bubble may have burst 6 years ago, but the current bubble is getting bigger and stronger every day. One of the main reasons for the current dot-com boom is the skyrocketing growth of the search engine industry. No longer the territory of geekdom, search has exploded into t
A: How do you motivate employees? How do you keep them engaged in their jobs? There are thousands of books and management theories written on this topic. This is a serious, perplexing issue for many managers and there can be a tendency to look for quick fixes and short term responses, which seldom work.
Work cultures characterized by low morale and unmotivated, disengaged employees result in serious waste, inefficiencies, low productivity and turnover. Unfortunately, there is much to suggest that many employees are “often checked out” while on the job.
The Gallup Management Journal’s semi-annual Employee Engagement Index puts the current percentage of truly “engaged” employees at 29 percent. A slim majority, 54 percent, falls into the “not engaged” category, while 17 percent of e
Recently I wrote an article on the benefits of joining your local Chamber of Commerce as a way of getting exposure for your business. See "Marketing on the Cheap: Join The What?" at this source or at http://sbmag.org. The Chamber of Commerce is or should be the number one organization in your area promoting business. Your involvement will help them indirectly help your business while giving you direct exposure to a large and viable market.Now let’s look at other organizations you, your business and, of course, your community can
A: How do you motivate employees? How do you keep them engaged in their jobs? There are thousands of books and management theories written on this topic. This is a serious, perplexing issue for many managers and there can be a tendency to look for quick fixes and short term responses, which seldom work.
Work cultures characterized by low morale and unmotivated, disengaged employees result in serious waste, inefficiencies, low productivity and turnover. Unfortunately, there is much to suggest that many employees are “often checked out” while on the job.
The Gallup Management Journal’s semi-annual Employee Engagement Index puts the current percentage of truly “engaged” employees at 29 percent. A slim majority, 54 percent, falls into the “not engaged” category, while 17 percent of
For your business to really prosper, you have to get deep down and dirty to ensure that really get clear on issues you are facing. And those your people are facing too.Susan Scott has written a tremendous book called 'Fierce Conversations'.It is not a book for the faint-hearted.However, it is a fantastic resource, whether you want to take a long hard look at your career, your business or yourself.One interesting question that she suggests organisations (and the same can readily be used f
Work cultures characterized by low morale and unmotivated, disengaged employees result in serious waste, inefficiencies, low productivity and turnover. Unfortunately, there is much to suggest that many employees are “often checked out” while on the job.
The Gallup Management Journal’s semi-annual Employee Engagement Index puts the current percentage of truly “engaged” employees at 29 percent. A slim majority, 54 percent, falls into the “not engaged” category, while 17 percent of
I had a disturbing conversation last night. I was talking to a friend of mine, and I was explaining to him how the world of online sales works, from the perspective of an Internet Marketer. After talking to him for about 15 minutes he let me know that he would no longer consider making purchases off of the Internet.I was stunned. I couldn't believe that he was telling me that he was done with buying stuff off of the Internet. Too me its a real shock that someone would say this because I buy stuff online everyday, I can hardly ev
The Gallup Management Journal’s semi-annual Employee Engagement Index puts the current percentage of truly “engaged” employees at 29 percent. A slim majority, 54 percent, falls into the “not engaged” category, while 17 percent of
Selecting the right employees is as important to the call center industry as casting the right performers in a theatrical production!A good cast can make or break even a challenging script and the same applies to building a call center.In spite of this fact, it is surprising how often the staffing of call centers lack any systematic method for accomplishing this very important function.As consultants, we witnessed how often employees were selected for strange reasons. Nepotism can abound and employee referrals or f
The Gallup Management Journal’s semi-annual Employee Engagement Index puts the current percentage of truly “engaged” employees at 29 percent. A slim majority, 54 percent, falls into the “not engaged” category, while 17 percent of employees are “actively disengaged.”
Gallup reports that losses in productivity from actively disengaged employees cost the U.S. economy roughly $300 billion.
So how do you keep employees engaged in their jobs and caring about their own performance and the overall health of the organization? We have always found useful a concept put forth by the management guru Frederick Herzberg over 40 years ago. It has held the test of time and is believed by many to still hold great relevance today for leaders and managers committed to building a stimulating and motivating work environment.
In short, Herzberg believed true intrinsic motivation – the willingness to take initiative and “go the extra mile” – came from within a person, not from extrinsic incentives or threats of punishment. Through numerous studies, he found that decent salaries and benefits, good supervision and positive work conditions (extrinsic incentives)
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