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

It's been largely assumed that to run a successful business today, good leadership is required. But it's not the end of the world for leaders who worry that they're low on charisma or can't stir employees' hearts and minds. Maybe they don't particularly want to, and that's OK too.

Sometimes, it's more effective for employees to be more loyal to the work instead of being more loyal to the leader. After all, the end goal should be to keep employees engaged and productive by charging them to solve compelling problems.

First, it's important to understand the difference between an appealing boss and challenging work. A recent Harvard Business Review article found that employees at Facebook were more likely to quit because of their work--and not because of a "horrible" boss. The authors--three HR executives and Wharton professor Adam Grant--had spent years studying Facebook. When the social media giant started tracking employee exits, "all bets were on managers," the authors wrote. Turns out, employees left "when their job wasn't enjoyable, their strengths weren't being used, and they weren't growing in their careers."

Being more productive is about working smarter, not harder, and making the most of each day.

While this is no easy feat, getting more done in less time is a much more attainable goal if you’re not sabotaging yourself with bad habits.

Following are 16 things you should stop doing right now to become more productive.

Forget slogans and posters. Forget mission statements. Forget culture decks. A survey of over 400,000 people across the U.S. found that when employees believe promotions are managed effectively, they are more than two times as likely to give extra effort at work -- and to plan for having a long-term future with their company.

But wait, there's more: When employees believe promotions are managed effectively, they are more than five times as likely to believe their leaders act with integrity.

The result? At those companies, employee turnover rates are half that of other companies in the same industry. Productivity, innovation, and growth metrics outperform the competition. For public companies, stock returns are almost three times the market average.

Many workplaces today are in the unprecedented position of having five generations working together, side-by-side. While the exact definition of each generation may vary slightly, any office or workplace today could include members from the traditionalists (born 1927-1945), baby boomers (1946-1964), Generation X (1965-1980), millennials/Generation Y (1981-1996) and Generation Z (those born in 1997 or later).

While most would agree that generalizations like generational buckets are helpful only to a point, multigenerational workforces challenge employers to meet a broad range of needs and expectations. Making the matter more complicated: Typical full-time and part-time positions are now being augmented with gig economy roles such as freelance, contract and temporary employment options.