#HR #RRHH Making love and making personal #branding #leadership

All of us crave it. So why are we so bad at dishing it out?

Do you know what you’re really good at in your job? Where you shine? Do you have a good sense of your contributions to the workplace? This week’s happiness tip is to take the VIA Signature St…

Few topics have received more attention in talent management than motivation, defined as the deliberate attempt to influence employees’ behaviors with the goal of enhancing their performance, and in turn their organizational effectiveness. Indeed, other than talent, motivation is the key driver of job performance, for it determines the level of effort and persistence employees will exert. It is also clear that top performers tend to stand out as much for their motivation as for their talents.

However, while the science of motivation is robust and well-established, it is rarely applied to real-world management practices, which tend to be based on managers’ intuition and subjective experience. This is perhaps why Peter Drucker famously lamented that “we know nothing about motivation — all we can do is write books about it.”

Whether positive or negative, emotions spread. If you can begin to intentionally express positive emotions, like appreciation, in your organization, it can eventually turn the mood around