Motivation is one of those topics that influences a lot in the workplace including: organization design, human resources, policy and procedure, and leadership. The problem isn’t the application of motivation, but rather what people have come to understand about motivation.
Tom Keneally, the author of Schindler’s List, once told me the most successful writers are not the most talented. He insisted accomplished writers are those who have “ass-ability.” In other words, they decide to sit down and complete what they start. They learn from their mistakes. They never say never. Instead, they say not yet.
Protecting the essentials in your business, whether it be the safety of your employees or your critical business data, is paramount. There needs to be a plan in place to make sure that you know exactly what needs to be done when a disaster does occur.
Are you struggling to find and keep employees who come equipped with strong personal and interpersonal skills that you want or need them to have? You are not alone! Employers increasingly value these “soft skills” yet have trouble finding them in the candidate pool or developing them.
One thing Nevada legislators are eager to weigh in on is how businesses manage their employees. In for consideration are several employment bills that would, in many ways, dictate how you run your business and, certainly, how you interact with your employees.
Unemployment is down in Northern Nevada, and that is generally a good thing. Except when it’s not, and that’s when you’re a business owner looking to hire. Finding new employees has become a real challenge for some businesses seeking to fill positions in high demand roles.
Instead of focusing on the job at hand employees become hyper-focused on the dispute they’re in. As a result, your company loses valuable time and money, exposes itself to negative publicity, and risks the loss of key employees. When tempers flare, consider deploying these tools to restore peace and your bottom line.