Is there a downside to everyone being happy at work? Is conflict good or bad? Does hiring for cultural fit produce group think? A great summary over at HBR of what to consider if your goal is to foster a critically engaged team.
Hiring right, perks versus how people work now, making sure staff are invested in the company to be invested in their work, transparent salaries are among the tips from 9 entrepreneurs about building a great culture. ~ http://www.businessinsider.com.au/how-to-create-a-great-culture-2013-8#newscred-ceo-shafqat-islam-says-to-get-culture-right-you-have-to-hire-right-1
About 10% of new recruits to call centres take Zappos up on the incentive to leave after completing the intensive induction program.
… There are benefits to rudeness … that is, for those who perpetrate it. In a study conducted by a trio of American universities last year, it was discovered that rude men earn 18 per cent more than “agreeable” men, while rude women earn 5 per cent more than nice women.
The study comprised 10,000 workers over a period of 20 years, and it concluded that one explanation for the salary difference is that rude people tend to be more forceful during salary negotiations. The result? They get what they want.
A combination of transparency, skill, pride and fun has seen OBS named among the nation’s 10 most desirable workplaces each year since the BRW awards began in 2009.
A great read on employee satisfaction – how to measure it, achieve it and the correlation to customer NPS.
Firms are holding training sessions to teach employees the basics of what’s known as visual note taking. Others, like vacation-rental company HomeAway Inc. and retailer Zappos, are hiring graphic recorders, consultants who sketch what is discussed at meetings and conferences, cartoon-style, to keep employees engaged.
Do incentives work? Well the answer is yes and no. They work for rudimentary mechanical tasks, but when you up the cognitive anti, incentives fail to motivate. Not only that, they can negatively impact performance. Pay people enough so they are not thinking about money and can instead be free to concentrate on their performance. Also relevant to management practice is the idea of giving people autonomy. Think autonomy, mastery, and the purpose motive. Watch the video to see how this plays out.