Creating a Company of Disruptors
Disruptors may not be what you think of when you think of what you want to make your organization into. However, the guiding and
defining behavior characteristics of disruptors can lead to unprecedented innovation, improved productivity and a positive and fulfilled workforce. Motivating employees through three main traits can create a win-win for both employees and employers. Disagreement can be seen as a negative trait. It creates conflict and can drag out meetings and the making of decisions. However, disagreement can also lead employees to find the best way to complete a task or to challenge the status quo to improve processes. While too many disagreements can be combative, creating a culture where employees can feel free to disagree can create long term organizational improvements. Reframing problems help solve small issues that have a big impact. The key to reframing problems, according to
Malcolm Gladwell, is to see the full picture. Don't try to fix one piece of a broken process, but try to see the whole process in another way. Giving employees time to brainstorm and problem solve allows for creative thinking that gives employees the chance to make a lasting impact on the organization and gives them a mental break from their day-to-day responsibilities. Removing constraints is key to allowing innovation to take place. Employees should never be afraid to voice opinions or ideas. Employees should feel like their opinion is valued and that their disruption would almost always be positively received in the organization. Malcolm Gladwell is a leader in the field and is a disruptor in his own right. His endorsement of a disruptor culture is significant.
For more information on how to create a culture of disruption in your organization check out Inc.com.
The Right Employee Rewards for the Right Time
Employee rewards should be differentiated by the employers goal in giving the reward. If you're giving a reward for a job well done in an "everyday instance", the reward should be different than exhibiting exemplary community behavior, which should be different than a reward given for long term growth. Here are three situations and how to differentiate employee rewards for each.
3 Tips to Improve Your Employee Wellness Program
Employee wellness programs are a great way to create a culture of fitness while controlling healthcare costs. Employee wellness programs make employees healthier, more productive, and generally happier. It can be as simple as endorphins. For employers, wellness programs help build organizational culture, peer-to-peer relationships and a grateful, healthy staff. Here are three areas to focus on to help build your employee wellness program into your organization.
Women and Employee Loyalty
Women put employers in a unique position as far as employee loyalty is concerned. Women show trends of too much loyalty to their employers. As a result, their pay scales end up lower, their benefits packages end up in unconventional proportions and they can end up unsatisfied and even bringing ultimatums to their employers. Here are three pieces of women's loyalty to pay close attention to in order to ensure fair compensation and full employee loyalty and satisfaction.
Employee Financial Health Programs On The Rise
We have talked a lot about employee health and wellness programs on this blog in the past, but according to a recent
USA Today article, there is a new type of employee health program gaining popularity among employers. Employee financial health is a new priority for employers and it is having a real impact on employee productivity. The main premise for employee financial education is that if there is no financial stress in employees' lives, they can be at the peak of productivity. Three main goals for employee financial health initiatives are:
