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Over the last few weeks, I have been sharing information about how appreciation, when done correctly, can impact your business. If you haven’t seen those blogs yet, please check them out here: WHAT IS APPRECIATION? WHY IS APPRECIATION IMPORTANT? YOUR APPRECIATION PLAN COMPANY CULTURE INSPIRATION AND COMMUNICATION Remember, appreciation is more than just a “thanks.” […]

Are you a manager who gives a rah-rah speech to your employees, but it seems to fall on deaf ears? Or do you give orders and expect your employees to respond as directed? Yet, again, you don’t see the results you expect. This is likely because your style does not resonate with your employee; it […]

In several past blogs, I wrote about appreciation - what is true employee appreciation, how it helps to improve employee engagement and the strategies to implement in your organization. In my Team Work survey, Appreciation was the highest ranked factor; the second highest was Company Culture.  Company culture may have different meanings depending on your […]

In my last two blogs, I explained what appreciation is, and why it is important. This final blog is about strategies to incorporate into your appreciation plan. The results of my Team Work survey showed that appreciation is the top factor for keeping employees engaged. Most people place more emphasis on recognition and appreciation, versus […]

As I mentioned in my last blog, showing appreciation to employees has been deemed the most important factor in engaging employees; engaged employees are more likely to have job satisfaction and stay with their employer.   I found this interesting and eye-opening statistic: “79% of employees who quit cite a lack of appreciation as a key […]

Now that I’ve completed my summary of the Teamwork Survey results, I wanted to talk a little more about the factors that are important to employee engagement, which is very critical for employee retention. My survey included a ranking of these five factors: Appreciation, Company Culture, Inspiration and Communication, Manager Working Relationship, and Transparency and […]

#5 Challenges & Summary In the final section of my survey, I asked for responses about other important factors to their business. Although two-thirds of the respondents provided a response, I was not able to draw any conclusions because the responses were so varied. In summary, it is clear that Hiring, Retaining, and Engaging employees were […]

#4 Engaging Before creating this survey, I suspected that engaging employees was vital for retaining employees. The results of my survey confirmed this to be true.  In my survey, I addressed two main areas: How critical is Employee Engagement? Which factors affect engaging employees? I asked respondents to denote the top 2 or 3 they […]

#3 Retaining/Keeping It is very costly to replace an employee because there are so many factors to account for; it can easily cost one-half to two times their annual salary. The factors to consider go across the board and include the following: vacation and sick payout, healthcare coverage, severance pay, lower productivity, decreased morale, loss […]

An unprecedented number of Americans decided to quit their jobs in December 2021. It became a common theme everywhere, including on social media; resulting in the hashtag #TheGreatResignation. In 2022, employers are still having trouble filling their open positions; it is hard to miss the “help wanted” signs posted everywhere. In my survey, I focused […]

Company leaders today have been faced with unprecedented challenges since the beginning of the pandemic. They still need their staff to perform the same level of work as pre-pandemic. Yet they are short-staffed, due to many reasons, including what has been deemed, The Great Resignation.  I recognized that leaders and their teams were facing three […]

There is a very popular phrase, I may have even said it at one time. Time heals all wounds. But does it really? I don’t think so. Time alone does not do anything. What you do with that time, is what determines if a wound is healed. Here is an example to prove my point. […]