A new Ipsos poll conducted on behalf of One Medical has found that 24% of consumers are feeling more stressed in the workplace than they have in the past. This stress is manifesting itself through depression, anxiety and sleeplessness (55%.)
It’s easy to imagine that workers are leaving because they’ve been lured by a competitor with a better salary and stock option deal. The truth is far more uncomfortable for employers to hear: employees often leave because of company culture.
What steps can new leaders take to be most effective? For Susan Mazza, writing for Randomactsofleadership.com, it all comes down to building trust.
On the TalentSpace.com blog, Susan Mazza explores why team members hesitate to say what they really think. She also suggests a few ways to develop a culture which encourages them to take risks and speak up.
Today, we all expect to find meaning in our work and in the workplace. That goal can be fulfilled if we feel that our managers genuinely care about us as individuals.
Over time, as an organization grows, the culture should grow, too. When it doesn’t, you’ll run into trouble.
You might think you can save yourself the time and expense involved in onboarding a new employee when you promote a promising internal candidate. That kind of thinking can lead to big problems, Ed Zalewski warns.
In a newly released study, McKinsey analysts say the best CEOs share a few characteristics. It all comes down to how far you’re willing to go to improve the company’s bottom line.
If you and your team have just missed a big target or lost a huge account, it’s natural to feel discouraged. As a leader, you need to set the tone for what comes next.