Learn how to engage employees the right way

Employee Engagement

3 Stats That Prove: When Employees Are Disengaged, Managers Are the Answer

If you work in the United States, less than one in every three of your colleagues are engaged at work.

One of the biggest reasons for this high level of disengagement is the way managers are leading their teams.

The difference between a good team and a great team is determined, in large part, by who the manager is.

Despite this, companies struggling with employee engagement still aren’t placing enough value and emphasis on their managers. They tend to promote or hire managers based on technical expertise, but don’t give them the tools and support they need to lead people effectively.

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Employee Engagement

Improvisation, Innovation, and Busting the Myth of the Solitary Creator

In today’s knowledge economy, the companies that rise to the top tend to be the ones who can consistently come up with innovative ideas and imaginative solutions to problems.

But why is it that some organizations seem to have all the best ideas? Where does that creativity come from?

Although we know little about the science of innovation, we do know that creative ideas tend to come from special teams, where each individual is encouraged to share their contributions without fear.

Here’s an example.

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Employee Engagement

Three Conversations to Have Today to Improve Employee Retention

Did you know: the average company loses 20-50% of its employee base each year, according to research from Bain & Company. And, based on data from Columbia University, it costs 150% of a lost employee’s yearly salary to replace them.

Retaining employees is a massive priority, but more often than not, our strategies to reduce turnover miss the mark.

Why are so many qualified employees leaving companies, and what steps can HR at fast-growing companies take to solve this problem?

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Employee Engagement

Why Basecamp CEO Jason Fried Believes 40 Hours Is Plenty

In a world that increasingly values hustle and glorifies burnout, it’s refreshing to hear leaders speak out against philosophies that advocate working yourself to the bone.

Jason Fried is one of those leaders. He’s the co-founder and CEO of an incredibly successful tech company called Basecamp, which was started in 1999, and continues to thrive today.

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Employee Engagement

Employee Engagement, Or Forced Fun? Here’s the Difference.

Tell me if this sounds familiar. Someone at your company organizes what they see as a fun, company-wide activity, and it is absolutely not something you are interested in, but you follow through anyway because you don’t want to ruffle feathers or disrupt the culture. You might go through the motions, but you do not feel engaged.

Does that mean you’re not a cultural fit? Or does it mean you simply have different interests, preferences, or tendencies (ie., extroversion vs. introversion: maybe karaoke gives you anxiety to the point of throwing up, or the thought of an improv class makes you want to climb into a cave and never come back out).

If your company throws a big, rowdy holiday party and someone leaves early—or someone doesn’t show up at all—is that OK? Does it mean they aren’t engaged?

Are they hazards to your culture? Or is a truly healthy workplace one that lets people be who they are?

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Employee Engagement

Paying Employees to Go on Vacation? Yup. It’s a Thing

What if your company paid you an additional $1,000 to take a vacation—yes, on top of your already paid vacation time? Sounds too good to be true, but to encourage better work-life balance, some companies—like Basecamp, Buffer, and Evernote—are offering such generous incentives.

North America is a breeding ground for burnout. In fact, a recent study showed that 90% of working Millennials would prefer to take a vacation over a pay raise. If those figures are indeed true, it might make sense to allocate funds reserved for bonuses to something like a vacation fund instead.

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