How can your company innovate fast enough to surpass the competition? And at the same time, what can you do to maximize the human aspect of the organization and create stability in execution? An agile organization could be the answer. Such structures have a 70 percent chance of being in the top quartile of organizational health, the best indicator of long-term performance. An agile firm uses change as an engagement factor. Such organizations empower employees to create value through autonomous creation and collaboration.→ Read More
Author Archive for: Coralie Sawruk
About Coralie Sawruk
Coralie Sawruk helps global organizations create efficient team dynamics. A people-person at heart, she believes the ultimate competitive advantage is created by the right talents working hand-in-hand, cheerfully. Coralie shares her insights on confident leadership and leading happy teams on her website: www.coraliesawruk.com
Entries by Coralie Sawruk
Any people-centric company lives through its employee experience: engagement, culture and performance management brought together. In the employee recognition and rewards space, this translates in continuous engagement efforts, closely aligned to individual preferences. But the 2018 Deloitte Human Capital Trends report states that only 8% of organizations considered “their rewards program was very effective at creating a personalized, flexible solution.” Employees expect you to come up with creative, tailored ways to respond to their feedback points. And a culture of innovation can be the answer you’re looking for.→ Read More
According to the Work Institute’s 2017 Retention Report, 75% of the causes of employee turnover are preventable. That’s excellent news for your HR budget, as the cost of replacing entry-level employees alone hovers near $4,000 per position. A small change in human behavior can be enough to indicate damage in employee motivation. Yet, detecting early signs of employee disengagement is never an easy task. It requires excellent observation skills and strong empathy to respond in a way that restores engagement across your organization.→ Read More
Job satisfaction is at the heart of employee engagement. And as early as 1959, it received decisive momentum when Psychologist Frederick Herzberg published the Two Factor theory of motivation. Herzberg’s research suggests that fulfilment at work is due to two set of factors:
- Motivators – intrinsic conditions of the job
- Hygiene factors – extrinsic factors causing in dissatisfaction if absent
With more advancements in brain science over past decades, Herzberg’s psychological studies have been given deeper scientific substance. Today, neuroscience (the study of the nervous system) can explain the fundamentals of human motivation at a molecular level.→ Read More
In the sharing economy era, technology not only influences our lives at all levels, it reshapes our workplaces completely.
Digitalization, creative disruption, and automation are here to stay. In The Economist’s special report on Artificial Intelligence it shared:
“Bank of America Merrill Lynch predicted that by 2025 the “annual creative disruption impact” from AI could amount to $14 trillion-33 trillion […] Far from killing every job on the planet, such disruption is expected to transform the way we work.”
According to the 2017 Deloitte Global Human Capital Trends report, 78% of Executives see diversity as a competitive advantage. People with diverse experiences are better prepared to offer insights and come up with better solutions. They make diverse teams smarter.
But how can diversity boost engagement in teams?
Having led multi-cultural teams in the Middle-East, Asia, and now in Europe; I can tell blending diversity and engagement gives outstanding results. But experience taught me that you can’t see the best outcomes unless you understand how cultural references influence team members’ expectations.→ Read More
With a steady increase in employable candidates, and the continued exodus of baby boomers, millennials are now in a position to have a major influence on their workplaces. But according to a recent study by Gallup, only 29% of millennials are engaged at work. This shouldn’t come as a surprise; millennials make no secret as to what they feel makes a workplace engaging. They want challenging, rewarding work in a team-oriented culture. Based on the knowledge above, it doesn’t hurt to ask: Are you actively molding your team dynamics to meet millennials’ expectations?→ Read More