It’s no secret. Empowered employees feel invested, engaged, and motivated to push forward, helping the company reach its goals. But the real question remains: what techniques can you realistically use to develop an empowered workforce? There are quite a few top considerations, from delegating responsibilities to employees, offering more opportunities for your staff to learn and grow professionally, to giving your people a voice in the direction of company or department-based goals.
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Like so many workers leaving their positions during The Great Resignation, I wanted it all. Higher pay, remote work, and a flexible schedule were options my former position in a non-profit couldn't offer, so I accepted a new job I knew had these benefits. But here's the plot twist: After six months in my new role, I'm on the move again. As it turns out, I value a company's culture just as much as I value flexibility. The non-profits I left (after five years) offered an incredible culture that my new job lacked.
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Each year, Fortune partners with the Great Place to Work Institute to survey employees at hundreds of corporate America’s top firms to determine which companies will be named as one of the 100 Best Companies to Work For. The most recent list, released in 2022, included Great Game Hall of Fame winner, Hilcorp Energy.
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Markets shift, economies surge and ebb, and leadership changes. But basic human needs haven't changed. These are what motivate and drive employees to perform at their highest level, impacting everything from self-reported job satisfaction to workforce productivity. What are these motivators? Why do they matter? What effect does motivation have on the short and long-term success of an organization? The following are some thought-provoking ideas to increase employee engagement.
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A strong corporate recognition culture motivates employees as well as attracts and retains top talent—a win for the company and a win for the employee. There’s nothing we like better at The Great Game of Business®! A recognition culture doesn’t happen by accident and it doesn’t happen overnight. Looking at best practices and tips can save you the trouble of reinventing the wheel—here are 6 best practices for you to consider when creating a recognition culture in your organization.
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Individuals in the workplace need to feel appreciated in order to enjoy their job, do their best work, have positive work relationships, and stay with their organization long-term. The key ingredient in meaningful, significant, and effective appreciation is individualization—expressing appreciation in the recipient’s preferred “language.” Varying the ways company leadership communicates appreciation will improve chances of hitting the mark, so we've compiled 10 ways leaders can express appreciation in the workplace and foster positive work relationships in order to establish a recognition culture:
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It’s become apparent that we celebrated the end of the pandemic a little early. Believe me, I was one of the first people who couldn’t wait to rip my mask off. I hate wearing them. You can imagine the sense of relief I felt when I finally got my second shot. Then, as the COVID numbers dropped, and dropped some more, we could finally take our masks off. It seemed like we had really turned the corner on this thing.
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Those of you who have already identified your Critical Number™ (company-wide goal) and the drivers that go along with that goal, will find that MiniGames™ are a great way to bring a laser focus to create small, everyday wins that put you that much closer to the big win. If you, are new to Great Game you might start learning more about how to identify your Critical Number.
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I was listening to the January 3, 2021 sermon from Good Shepard NY. We were given the homework of intentionally remembering what brought you light in dark times of 2020. One of my points of light was my work with The Great Game of Business (GGOB). There is no better work than to have the opportunity to build businesses from the Frontline to the back office, enabling all in an organization to learn, develop and grow.
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In more than 35 years practicing The Great Game of Business® at SRC, as well as three decades helping thousands of companies implement The Game in their own companies, we have determined the fastest, most efficient and most reliable path to Rapid Financial Results and Lasting Cultural Change™ follows a set process. We honed and developed the 10-Step Approach to GGOB Implementation to guide companies implementing The Great Game of Business in their organizations.
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