Appreciation Works Best from Supervisors AND Colleagues
Focusing solely on supervisors and managers to support and communicate appreciation to their staff often is an unrealistic goal that creates problems when it isn’t attainable.
Focusing solely on supervisors and managers to support and communicate appreciation to their staff often is an unrealistic goal that creates problems when it isn’t attainable.
Not everyone is completely in love with their job. While this can be challenging, you are not alone.
Check out where your agency falls on the Partnership for Public Service’s Best Places to Work in the Federal Government mission area rankings.
We’ve found that one very effective way to make government employees’ daily lives better is to teach them how to communicate authentic appreciation to one another in the ways that are meaningful to each individual.
Is investing in employee engagement really worth it? How is that investment paying off in your office?
What if engagement isn’t the problem? Rather than being an end in itself, what if engagement is merely a symptom of the actual underlying issue?
Leading others in the public sector offers a different set of challenges than traditional business environments.
There is a trend in the workplace that is increasingly becoming popular, however this is not the sort of popularity that one might expect: workplace bullying.
The Government Accountability Office came up with six major drivers of engagement and one can make a case that at least four of six influences on employee engagement fall on the shoulders of leaders.
These new rules may light a fire under govies to stop talking about employee engagement and start doing something about it.