150,000 copies sold world-wide! Find out about the book and training resources at www.appreciationatwork.com. At work, people express and receive appreciation in different ways. If you try to express appreciation in ways that aren’t meaningful to your coworkers, then they may not feel valued at all. The problem is that you’re speaking different languages. In […] read more »
The Motivating By Appreciation (MBA) Inventory assists supervisors, managers, and coworkers in effectively communicating appreciation to their colleagues in a way that is meaningful and which “hits the mark” for the person you want to encourage. To find out more about the inventory click here. read more »
Family coaching is the unique process of addressing the family and relational issues interrelated with transferring a family’s wealth (or business) across generations. read more »
For over twenty years, one of Dr. White’s core competencies has been evaluating individuals for possible learning difficulties. Having individually tested over 4,000 students, ranging in age from 5 years old to senior adults, Dr. White is able to identify a student’s strengths and clarify the issues contributing to struggles in school. By going through […] read more »
QI often hear reports in the news about “employee engagement” and that it is going down (usually) among workers in the U.S. and across the world. What is “employee engagement” and why is it important?
Yes, “employee engagement” has been in the news a lot in the past several months. It is a term used by Human Resource professionals that represents the degree that employees are enthusiastic about their work, their willingness to learn, and their commitment to the mission of the organization. Essentially, it is a term that tries to capture how much workers are “into” their job, will persevere and work hard, and do what is necessary to help the organization succeed.
Employee engagement — both the “degree” (fully engaged, marginally engaged, disengaged) and the percentage of employees (e.g. 25% fully engaged, 40% marginally engaged, 35% disengaged) – is a very accurate predictor of employee behavior and outcomes. The overall view is rather obvious. A company with a large, highly engaged group of employees will have higher production, better customer satisfaction ratings, less turnover – and generally function better as an organization.
The challenge leaders (and organizational consultants) face is to answer the questions: “What increases employee engagement?” and “How do you make that happen?” As I discuss in my video, “Why Employee Engagement Isn’t Really What You Want” – companies and organizations can “chase” employee engagement, when what you really want are the building blocks that result in employees being more engaged. And we clearly know (both from research and from observation) that a key way to get employees to be more committed to and excited about their job is for them to feel truly valued by those with whom they work.
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Paul White, PhD, -- psychologist, speaker, consultant-- has served individuals, families and businesses for over 20 years in a variety of settings. Dr. White has worked with multimillionaire families and successful businesses, as well as wealthy alumni for universities and Ivy League schools. He has been an invited lecturer in Europe, Asia, South America, the Caribbean, and across North America. Read more »
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