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Why Your Ping Pong Tables Aren’t Working

Let’s get real about corporate culture

You have no idea why your culture sucks. It just does. You bought the ping-pong tables. You started Happy Hour Fridays. And you even do the obligatory birthday cakes for your employees. Yet, people just don’t click. Conversations between employees consist of, “Hi, how are you?” “Good, you?” “Okay, thanks for asking.” Getting people to work together, collaborate, and have a normal conversation is like pulling teeth. All you want is for people to trust each other, support each other, and actually enjoy working together.

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Making Work Meaningful: Inspire. Engage. Ignite.

For years, company leaders have had the belief that employees can be motivated by more money. If they’re not happy with their jobs, just give them a raise! But studies have shown that this method of motivation doesn’t always work. It’s about making work meaningful for your employees. Think about it. What makes you get out of bed and come to work every day? What drives you to stay late working on a project with your team?

Dan Ariely, a behavioral economist and speaker, says the answer is that we care about reaching the end. We care about the fight and the challenge of getting there. We care about making our lives meaningful. And that means that you, as a leader, should also be making work meaningful for those you lead.

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Hiring Assessments: Are They Right For You?

Let’s talk about your hiring process. What does it look like? It probably consists of an application of some sort, an interview or two, a background check, and a salary negotiation. Does it also include a hiring assessment? If not, you could be losing money.

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A Plan for Succession

WE’VE ALL BEEN THERE. We’ve all felt the uncertainty at some point in our careers. What’s next for me? What happens if the company were to close? Who is taking over after our owner retires? There seems to be so much ambiguity and maybe even some assumptions. But it’s all speculation. Because no one is actually talking about it. It’s unclear and it’s frustrating. But you’re not alone. Companies every day struggle to put together a future picture. A plan for succession.

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Have You Created Your Individual Development Plan?

If you do research on how to create an individual development plan (IDP), you’ll probably notice that the advice you find is typically offered to a leader or manager, helping to develop an IDP for their employee.

They all start with the notion that first, you should know where the business is going and then talk with your employee about the future. Next, it’ll walk you through determining what the person is missing (gap analysis). Finally, it ends with creating a training plan and applying it. You might even find some lists that have a few more steps, but the majority contain at least those steps.

But why wait for your manager to create an Individual Development Plan?

Managers are busy. Sometimes they are lucky to get 1:1 meetings done, let alone helping someone write a plan to develop their career. So our advice? Take your future into your own hands and get started.

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Executives are the Reason Development Efforts Fail

This might be a touchy subject. But we have to say it. You are the reason your people aren’t learning, growing, and fully engaging.

Picture this all-too-familiar scenario. An employee is struggling to get things done. He’s missing deadlines and always seems rushed or stressed, especially if you ask him to do anything extra. His manager notices these behaviors and immediately diagnoses the problem. He picks up the phone. “Um, yes, HR Person, John needs time management training. What can we offer?”

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The Importance of Developing High Potentials

Why should you develop high potential employees? This seems like a ridiculous question.  Isn’t it obvious why you should develop your high potentials? Yet so many companies take their high potentials for granted.  It’s easy to do.  Think about these individuals in your organization.  They often outwork their peers, get along well with others and, usually, if they want or need to learn something, they’ll take it upon themselves to figure it out.  They ask the right questions, don’t create drama, and are all-in. Let’s call them our HPs.

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