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"In a connected world, leveraging the employees’ network and their own experiences is a very effective way to build a culture of learning ..." © Via Leona Ungerer, juandoming, Carmen Ridaura 
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Are you doing what you can to avoid ERP failure? You may be surprised.
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the only things many companies actually do under the heading of people development is to have an annual training-hours target and a travel budget for sending employees to conferences. If managers really thought that people were their greatest asset and that it’s the energy and creativity of employees that drives innovation, why do companies do so little? Why doesn’t growing and developing people excite them just as much as installing new additive manufacturing equipment or the latest cloud-based collaboration tool?Click here to edit the content Via The Learning Factor
Ricard Lloria's insight:
Operational excellence requires cultivating an expectation for continuous improvement in all employees.
Christopher Scorey's curator insight,
March 19, 2016 10:53 PM
Education is key in today's society. I love to learn, to expand my knowledge, but sometimes I find it challenging to absorb information as some tasks educate me and others just drive me crazy. This picture expresses my thoughts on learning because some types of tasks hinder and others further learning, it all differs with each person. For me learning through action and visuals help me absorb more information. 
Karina Calvo's curator insight,
March 23, 2016 4:07 PM
Operational excellence requires cultivating an expectation for continuous improvement in all employees. 
Terry Yelmene's curator insight,
September 9, 2016 11:51 AM
It's your people... your entire venture, the planning, that value propositions, the market-fit, the processes, the programs ROI, the valuation... in the end, it all comes down to your people, doesn't it?
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Want your employees to get more done? Tell them to make themselves scarce. That's the disturbing finding of a new survey by FlexJobs, an online service for professionals seeking flexible or telecommuting jobs.
Of the 2,600 employees who answered the survey, only 24 percent reported getting their best work done at the office during business hours. The rest said they were most productive nearly anywhere else. Fifty percent said they did their best work at home, 12 percent preferred a coffee shop, library, or other public space over the office, and 14 percent said they could be productive at the office -- but only outside business hours, when everyone else was gone.
Via The Learning Factor
Adele Taylor's curator insight,
October 27, 2015 5:04 PM
Very interesting! When I was a contractor years ago, I used to go into the office when I wanted some social engagement and work from home when I wanted to get work done, so I definitely agree with some of these findings. 
Infinity Local's curator insight,
October 28, 2015 11:17 AM
This isn't surprising, considering the different types of people (extrovert, introvert, backstabber, leader, etc.) in one area. 
Pt Sorav Kant's curator insight,
October 31, 2015 2:58 AM
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Creative employee recognition ideas from experts and companies known to have the happiest employees. Use these proven ideas at your office! Via Daniel Watson
Ian Berry's curator insight,
August 28, 2015 1:32 AM
A great list. Those still appraising employees instead of appreciating them are now officially dinosaurs 
rodrick rajive lal's curator insight,
August 28, 2015 2:54 AM
Employee recognition is an important way of ensuring loyalty, faith and trust in an organisation. It is true that the amount of recognition required would vary from person to person. People in leadership positions also need recognition, though not in the form of flattery. Celebrating more often, appreciating and praising employees more, goin on retreats, showing interest in employee's hobbies and interests, 'thank you' cards, colourful certificates, can all help boost employee morale.
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Givers are the kinds of people who will go out of their way to help others with no strings attached. This is in comparison to matchers--those who believe in an eye for an eye--and takers--people who are always trying to get as much as they can out of others.
Grant, a professor of management at the Wharton School of the University of Pennsylvania, spoke about his research on these three character profiles Wednesday at the annual Inc. 5000 conference in Phoenix.
Grant found that overly generous people tend to fail in the short term, but succeed in the long run. Their failures are due to the fact that they often get trampled by the takers around them. However, if you as a leader, can weed out the greedy ones, you can pave the way for your employees', and your organization's, long-term success.
Via The Learning Factor
The Learning Factor's curator insight,
October 26, 2014 6:58 PM
As a leader of a growing business, the single most important thing you can do to ensure your success is to invest in building a culture of givers,
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Most performance reviews don’t work. They don’t work for two primary reasons. One, no one likes to give them. Two, no one likes to receive them. Yet, we keep doing them. We know that the definition of Insanity is doing the same thing over and over again, yet expecting different results. Somehow, we don’t apply that to performance reviews. We should. Most performance reviews are task oriented and grade the employee on their effectiveness. What if we approached it differently? Dare I ask the question? Am I a heretic? So be it. Via Dan Forbes
Dan Forbes's curator insight,
September 17, 2014 7:44 AM
Most performance reviews don’t work. They don’t work for two primary reasons. One, no one likes to give them. Two, no one likes to receive them. Yet, we keep doing them. Ask these 5 questions instead.
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Thomas Ammar's curator insight,
March 17, 2016 2:27 AM
All 11 of these actions have a positive impact to mental and physical health of a worker which in turn increases productivity. Spreading ideas like these to companies is a goal of mine and is something id like to be heavily involved with when I'm working in this industry.
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To win at being the best company, you must first win over your best employees.
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The “my way of the highway” leadership style is no longer effective. Use these 10 tips to empower and engage your employees. Via Daniel Watson
Adele Taylor's curator insight,
May 17, 2016 8:16 PM
Some of these tips seem simple enough, but it is amazing how many companies don't do them and lose their best staff.
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From
hbr
Employees often express a desire for greater psychological ownership of their work, believing this will improve their job satisfaction and happiness. Management research has found that these expectations do play out. For instance, using data from over 800 employees, Linn Van Dyne of Michigan State University and Jon L. Pierce of the University of Minnesota Duluth found that employees’ sense of psychological ownership for the organization is positively associated with both their attitudes (job satisfaction and commitment to the organization) and work behavior (performance and organizational citizenship).
Via The Learning Factor
The Learning Factor's curator insight,
December 8, 2015 7:44 PM
Most of us spend a lot of time at work. Yet a lot of people feel their jobs are not as fulfilling or engaging as they could be. A 2014 Gallup survey of U.S. workers found that less than one-third were engaged in their jobs, 51% said they were “not engaged,” and 17.5% said they were “actively disengaged.” Unfortunately, the data from global surveys is quite similar.
Adele Taylor's curator insight,
December 9, 2015 3:54 PM
Some quite simple techniques to improve your employees job satisfaction and commitment. The results of their research studies were quite an interesting read as well.
Ian Berry's curator insight,
December 9, 2015 5:34 PM
Martin Luther King Jr was on the money years ago If a man is called to be a street sweeper, he should sweep streets even as a Michaelangelo painted, or Beethoven composed music or Shakespeare wrote poetry. He should sweep streets so well that all the hosts of heaven and earth will pause to say, 'Here lived a great street sweeper who did his job well.
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Fear of employee engagement is the mind-killer that stops our businesses from growing. But fear is also something we can, and must, fight and conquer, Via Daniel Watson
Osvin Web Solutions's curator insight,
September 14, 2015 11:37 PM
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Adele Taylor's curator insight,
September 15, 2015 8:58 PM
Very well timed article after just attending the VECCI HR for Breakfast Seminar on What it takes to be the best place to work, and hearing about their ideas and successes. Most companies think they are doing the right things, but just saying something doesn't mean that employees are feeling the true benefits. The perception of the company by the employee is just as important as the actual engagement opportunities.
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From
www
You would think it would be clear that any business’s most valuable workers aren’t some kind of uniform game pieces, human checkers that can be swayed, swapped, motivated and moved around the board at will. But this fact of life is apparently not obvious to millions of managers at every level in organizations of all sizes. They continue to believe that, in almost everything involving people, one size or one approach fits all. Via The Learning Factor
The Learning Factor's curator insight,
June 9, 2015 7:28 PM
If you can't find the people who have the most impact, you won't be effective in making critical organizational changes.
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Corporate culture is not static; it grows and changes with the people in it. As a business owner, I like to think that the business has a lot to do with me, but I have realized it has just as much to do with the people who work with me and how they feel about the business.
We spend a lot of time before we hire getting to know prospective employees and making sure they fit the team. I also do employee surveys once a year to gauge where things are. I am far from being the perfect manager, so I am grateful to my employees who have taught me how to improve.
I ask employees what they like about their jobs, what they hate about their jobs, and what they think we should be doing differently. Many of my innovations come from employees' suggestions. But be careful not to ask a question that may yield an answer you will not be ready for. Via The Learning Factor
The Learning Factor's curator insight,
September 18, 2014 3:05 AM
Want to know what is wrong with your business? Ask your employees, and pay attention to what they say and what they don't say.
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A few weeks ago, we talked about why happiness at work matters; this week I'd like to share the flip side of that: the gigantic cost of unhappy employees. Employee engagement has been a hot topic for several years now, but what does it really mean and how do you know if your employees are engaged at work? And why does it matter?
Gallup's State of the Global Workplace reported on employee engagement in more than 140 countries and divided employees into 3 categories: "Engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.Not Engaged employees are essentially "checked out." They're sleepwalking through their workday, putting time--but not energy or passion--into their work.Actively Disengaged employees aren't just unhappy at work; they're busy acting out their unhappiness. Every day, these workers undermine what their engaged coworkers accomplish.
Via The Learning Factor
The Learning Factor's curator insight,
August 27, 2014 6:47 PM
Most business owners know that unhappy employees cost you money, but you'll be shocked at how high that cost actually is. 
HOTEL CASINO INTERNACIONAL's curator insight,
August 28, 2014 11:49 PM
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Learn about the eight intrinsic drivers to a positive outcome. Why do we want to increase employee engagement? Perhaps it's to increase output. On the other hand, for some businesses, a positive work environment and 'culture' is of paramount importance: just think about all those smiling faces at your local Apple store! These reasons both justify the need for employee engagement, but I would suggest that beneath all of this lies one Universal theme: getting the most from staff. Surely an 100% efficient workforce is worth more than any new innovation in a company? Because, at the end of the day, it's the employees that provide the backbone of each and every organisation. So, what is the key to 100% motivation? In a unique infographic, produced by income protection specialists, Unum, a strong argument is made for the importance (and necessity) of trust. But what do you think? Is employee engagement expert Susanne Jacobs right - is it all about trust? Via Daniel Watson
Sigrid de Kaste's curator insight,
November 30, 2013 3:01 AM
Trust is certainly part of it...what else? 
Dr. Ir. Henk Jan Jansen's curator insight,
December 11, 2013 6:37 PM
Guess trust is more important than ever. |
El Tsunami digital hace necesaria la creación de una cultura de aprendizaje continuo en las organizaciones