Improve Work Blog

Daniela Tancau

Here you’ll find free resources to level up your leadership role and build a motivated team. 

The hiring process is a series of steps designed to recruit and select candidates for a specific job position. All steps are important, and the success of hiring depends on how well this process is designed and conducted. It's like an instrument itself. If, for example, you have a low-quality phone, the overall experience with that phone will not be satisfying. You can't expect to hire great people for your company if the instrument you use doesn't have the necessary components to achieve that.

When you ask for feedback from an employee with the purpose of finding out that person's motivational drivers, you'll identify only that particular person's motivational drivers. And this is all you need to improve or maintain that specific person's level of motivation over time. Statistics results can't do that.  Not all employees are motivated by the same things.

Goals serve as a roadmap for employees, providing direction and purpose in their role. When employees have clear goals, they are more likely to be engaged, focused, and committed to achieving results. Furthermore, goals create a sense of accountability, encouraging employees to take ownership of their work and performance.

What is your perspective on who is responsible for ensuring employee motivation? Opinions about this topic can vary, which is why the goal of this blog post is to show you the advantages that come with taking full ownership of this.

Why are the company's values important for business success? A company's values are not just a set of words on a wall; they are a strategic tool that influences every aspect of the organization. They create a sense of identity and unity, provide a framework for decisions and behaviours, ensure stability and coherence, and  build the company's brand. 

Equity it is one of the primary factors correlated with job satisfaction and employee motivation. Equity in the workplace refers to the fair and just distribution of opportunities, resources, rewards, and responsibilities among all employees, regardless of their background, characteristics, or identities.

When we make incorrect assumptions about others, we can hire or promote the wrong person, distribute responsibilities in a way that is inequitable or inefficient, or make unfair decisions that lead to employee frustrations and lower motivation, among other things. Also, if we allow team members to judge each other or act based on false beliefs, their relationships will suffer and the work environment will not be safe and supportive. Of course, this will affect their motivation and work results.

What can you do when an employee doesn't do things as you expect them to do? This type of situation can generate frustration and if it's repeated, can affect your business results. In this blog post you'll find some proactive steps you can take to improve employee output and performance.

As a business owner, as your team grows larger, you may decide to appoint certain members as leaders for other team members. Perhaps you have already made such decisions. Choosing the right leaders shapes the future of your business. This kind of decision deserves your full attention because it has multiple effects.

Companies have different ways of organizing and running meetings with their employees. Running efficient and effective work meetings can help you increase engagement and productivity of your employees. When we examine how a company conducts meetings, we can gain insights into its culture, leadership style, and work environment.

Achieving role clarity in the workplace stands as an essential ingredient for driving productivity and creating a cohesive and thriving organization. When employees find themselves uncertain about their roles and responsibilities, it can lead to confusion, inefficiency, and a lack of accountability. By prioritizing the attainment of role clarity, organizations can empower their workforce, enhance collaboration, and propel substantial results.

Projecting our thoughts, beliefs, feelings, or traits onto others can greatly influence how we perceive people and situations. Unfortunately, this tendency often leads us to form incorrect or misguided understandings of those we interact with and the circumstances we encounter. In the workplace, this bias manifests in various ways, generating different consequences for employee relationships, decision-making processes, motivation, the work environment, and overall company culture. To ensure more accurate perceptions of the people and situations around us, we need to eliminate biases that interfere with our judgment, including the projection bias.

Employee motivation is different from personal motivation because it requires different tools and depends on what the employer has to offer to an employee as part of their company. The focus here is on what the employer is doing to motivate the employees to perform well in their jobs and to be satisfied with their jobs.

The concept of a professional career has transformed over the years as much as the labour market and how companies operate has changed. In traditional understanding, a professional career refers to an evolutionary sequence of professional activities and positions, usually within the same company. However, nowadays a career is not so much tied to what the current hiring company of an employee has to offer.

Do you currently have a remote team or are you considering offering remote work options to your employees? The ‘’game and the play rules’’ are different than those of office work. By gaining a thorough understanding of the pros and cons of remote work, you’ll be able to leverage its advantages and proactively address any potential drawbacks.

Change is inevitable. How can we handle it effectively? Making changes in a company is different than creating change at a personal level.

What are the communication patterns in your company? Do you have some specific ways in which you communicate with your team members and how they communicate with you? Which are these? Communication patterns play an important role in the relationships that are created between the leader and the employee and between employees, and, thus, they play an important role in their engagement.

Probably you thought about this topic, teamwork versus individual work, many times when you had to decide how to organize your employees work. Have you experienced both types of work? Which one do you prefer? The choices that you make in this regard impact how fast a task or an activity is done, the quality of the work that is performed, the relations between employees, their engagement and their motivation.

Why are the company norms important? The norms that a company have impact its capacity to reach its goals and to operate efficiently. Company norms are shared expectations of its members about their behavior. Through norms, the members of a company know what is expected from them and how their behaviors are evaluated in the company.

As a leader of your team, you’ll be in situations to resolve conflicts between your team members. Conflicts are inevitable and are not always bad. They can be the source of changes, can lead to innovative solutions and can prevent group thinking. These bring to the surface differences of opinions, differences in how people think, differences in values, competitions, or conflictual interests etc.

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