One of the best ways to improve and sustain great performance at work is to ask for feedback and to give it, freely, continuously and in the spirit of driving better performance. Here are some posts to help you out with this quest: 6 Steps for Maximizing Feedback Through Feedforward Drop Lots of FYIs to Communicate Effectively Goal Setting – Feedback 3 Steps for Driving Employee Engagement through Personalization
Jennifer Lawrence, Hollywood’s highest paid female actress still doesn’t make as much as her male counterparts. And she’s pissed. But who she is pissed at may surprise you. She’s mad at herself. You can see more on the story that aired on NBC Nightly News last week here: http://www.nbcnews.com/nightly-news/video/jennifer-lawrence-speaks-out-on-hollywood-s-gender-pay-gap-543867971910 Kudos to Jennifer. When we can take ownership of the issues that affect us personally, then we are on our way to fixing them. Blaming others doesn’t help the situation. Women (and men) knowing what they are worth is a critical step in that ownership, then being willing and able to
Remember the wind chime, the umbrella, the party, snacks and bonus check in our last post? Well during the corporate foray of employee rewards and recognition efforts, everyone in the department, regardless of their level of involvement in the project, got the wind chime and the umbrella and the party and the snacks and, yes, the bonus check. In addition to the one size fits all approach whether earned or not, although an umbrella at some point is going to come in handy, and the wind chimes do actually still hang in my backyard almost ten years later, no one
“$11.32 an hour,” she said. “That’s what many people can earn sitting on their couch. How am I supposed to encourage them to get off the couch when many of the jobs they qualify for don’t pay that?” This statement came from a frustrated state career center worker tasked with getting individuals off federal and state assistance through a job placement program. I could turn this conversation into a political post, but I won’t go there. Instead, I’d like to focus on how it illustrates a basic premise of motivation. I’m going to spend the next few weeks talking about
“The whole chair situation makes so much more sense now,” said a woman in a Generations in the Workplace seminar recently. As many of us looked at her perplexed, she went on to explain, “I bought new chairs for our office. I can’t get those in earlier generations to use them. They said the old ones are just fine. I can’t get the newer generation to quit standing up in them so they can talk to someone over the cubicle wall. I never knew how much headaches new chairs could cause,” she said with a sigh, but also some excitement in having