If there’s one ailment most of us can agree on that’s found in today’s workplaces it’s a lack of engagement between employees and their work. Specifically, a lack of connection between what we do and what matters to us – both professionally and personally. Now, thanks to the recent study “Philips Work/Life Survey” conducted by Philips North America, we have additional insights into why organizations and their leaders need to address the issue of creating meaningful work in today’s workplaces.
As part of my collaboration with Philips North America for this new study, I was able to review the raw data that was collected from a national sample of 1 000 US workers, and I found some interesting patterns on how employees view their relationship between their work, their career goals and what they derive a sense of satisfaction from in their lives.
These findings – which I’ll discuss below – can help leaders to understand what they’ll need to do in the months and years ahead to ensure their organization not only survives, but thrives in this new era of work.
1. How gender impacts work/life balance and meaningful work
While the Philips study found that men are slightly more satisfied with their jobs than women (47% of men compared to 40% of women), the more interesting finding is Click here to continue reading »
The following is a guest post by Doug Sundheim.
When I talk to clients about effective goal setting someone invariably mentions that good goals are SMART goals – specific, measurable, achievable, relevant, and time bound. I agree these are critically important to strengthening goals. But they’re not the whole story. They don’t tell you how an individual or team arrived at the goal. And that’s more than half the battle.
Anyone can slap a specific, measurable, and achievable number on things and give you a due date. “We’ll have 6 new clients by the end of the quarter!” Great, but how did you arrive at that goal? Did you really think through it or does it just sound good? More often than not I find it’s the latter.
And more often than not I find people lose steam in pursuing their goals if they don’t go through a thoughtful goal setting process to arrive at them and keep them alive.
I’ll share an example of what I mean… Click here to continue reading »
The following is a guest post by Dr. Heidi Grant Halvorson.
Is your employee a risk-taker, or does he avoid risks like the plague? Does she get uncomfortable with too much optimism or praise, or is she known for her sunny outlook? Do some assignments always seem particularly hard for her, while she excels at others naturally?
The answers to these questions give you a window into your employee’s motivational focus – something every leader needs to understand in order to give feedback and create incentives that are persuasive and motivating.
There are two ways to look at the goals we pursue at work (and in life). Let’s start with a goal many of us share: “doing my job well.” For some of us, doing our jobs well is about the potential for advancement, achievement and rewards. It’s about what we might gain if we are successful, how we might end up better off. If you are (or your employee is) someone who sees goals this way, you have what’s called a promotion focus.
For the rest of us, doing our jobs well is about security – about not losing everything we’ve worked so hard for. When you are prevention focused, you want to avoid danger, fulfill your responsibilities, and be someone people can count on. You want to keep things running smoothly.
What’s important to know is that promotion and prevention-focused people work very differently to Click here to continue reading »
Are we giving away our power when we show up at work? It’s a question that came to mind following a thought-provoking conversation I had with Kathy Caprino about a recent piece she had written about tapping into our power to achieve a sense of happiness and fulfilment.
Through our discussion, I began to wonder how many of us experience moments where our knowledge, experiences, and insights tell us that the ideas and plans being put forth are missing key details, but we don’t speak up for fear that others will see us – and not their plan or idea – as being problematic.
Although it might be fear that prevents us from taking action and becoming full participants instead of passive observers, the bigger issue is how in each of these moments we’re giving up our power at work.
Now for many of us, this might sound odd. After all, how much power or influence can I possibly have given my place in the organizational organogram, or how much money I have stashed away in my savings account? Surely those in positions of authority and those among the wealthy class have far more power to wield, and consequently more influence to direct what course my organization or my community might take?
The problem, though, is that it’s not a question of position or wealth. Rather, it’s about recognizing that Click here to continue reading »