Utilizing modern, automated solutions, agencies can easily move off pen-to-paper and fillable forms in their review process, opening the door for better record-keeping of both formal and informal reviews. While ongoing conversations between workers and managers are beneficial, both parties can easily forget important points and takeaways from these conversations over time. The best, modern… Read more »
The do-it-yourself market that IKEA has perfected is grounded in meaning and purpose. We take more ownership in something we know that we have created. The more time and energy we put into a project the more identity we have with the experience and its outcomes.
Making the case that annual engagement surveys should be a thing of the past.
A prime opportunity presents itself to create revolutionary changes in the government workforce where agencies move from programs that merely seek employee involvement to high-performance organizations that demand employee engagement.
If you’re like me, you take so much for granted….your freedom, your coworkers, your relationships. Here are the basics of keeping your coworkers encouraged.
How should leaders in huge organizations ensure that every employee can feel valued and on the path to their full potential?
Who is mostly responsible for engagement, the manager or the employee?
There remains in our agencies an entrenched impediment to true empowerment for our entire workforce in their ability to own their work.
Government must use everything at its disposal to attract, hire, and retain the best possible workers. Below, I’ve shared nine low- or no-cost tips on finding the best and brightest for your agency.
In some instances, particular critical elements and performance requirements of senior executives may already be part of the system. If not, or if tweaks or modifications are required, simple configuration changes can be made to accommodate the new elements. It can be as easy as flipping a switch, rather than the historical long, drawn-out process.