Join us Thursday, August 23, in partnership with our friends at Namely, for: Applying Principles of Positive Psychology to Employee Engagement and Performance. Presented by CEO Adam Maurer.
Cultivating sustained performance among employees requires paying attention to their engagement. Promoting employees’ happiness and well-being, criteria for engagement, can feel like just another burden placed on managers. But a simple framework derived from the field of positive psychology can make it happen.
MILWAUKEE (February 21, 2018) – The Milwaukee Bucks, City of Milwaukee and Milwaukee Public Schools (MPS) are partnering to spearhead a transformative new organization: MENTOR Greater Milwaukee (MGM) – the 26th affiliate of MENTOR’s National Mentoring Network. MENTOR Greater Milwaukee will advocate for the expansion of quality mentoring in metro Milwaukee and serve as a resource for mentors and mentoring initiatives with the support of all three partners.
Hiring is hard. It’s even harder when you are a small team, or even a single person, trying to manage the entire process from start to finish. Reviewing resumes, contacting candidates, setting up interviews and writing offer letters takes time! Multiply that by the number of open positions you have, and the number of candidates applying to those positions - and, let’s not forget about advertising for your open positions - it’s no wonder you might be feeling overwhelmed. Luckily, there are some cheap (or free!) and easy ways to manage some of this work, which can both increase your efficiency and improve the candidate experience.
In early March, I had the opportunity to attend the New Work Summit hosted by the New York Times in Half Moon Bay California. The conference was attended by an impressive array of speakers and an equally impressive collection of delegates who serve as executive leaders of some of the nation’s most successful companies. The summit was an opportunity for us to share best practices and strategies for building employee engagement and positive organizational culture. Here are my top five takeaways from the summit:
We can’t engage the people who work for us unless we are able to foster open dialogue - what we call Genuine conversations. Conversations that are authentic and based on truth, understanding and respect. A respect that is communicated in a transparent manner without posturing, pretense or politics. These are the fundamentals of the high quality relationships we create in our personal lives and they are no less valuable at work.
Employee happiness is your business and is fundamental to securing peak team performance, promoting creativity, achieving operational efficiency and to reaching our organization's strategic goals. Try one or more of these five easy ways to bolster employee happiness on your team. These are some of our favorite "culture hacks" which have also been established as efficacious by peer reviewed university studies. Please share your experience using them in the comments section that follows.
Productivity, profits, employee retention and efficiency are all driven by the happiness and well-being of your employees. When employees thrive, so does your business. Why?
It might be surprising, but few managers believe that their current approaches to performance management drive positive outcomes for their employees and businesses. It’s no surprise when most reviews consist of complex checklists and awkwardly formal meetings twice a year. Research and common sense says there’s a better way! Together, we’ll explore a new option for performance management, as piloted by Citizen Schools at its headquarters and across its 25+ sites of operations.