Employee Engagement for You: July 2020 EditionEmployee Engagement for You: July 2020 Edition https://jasonlauritsen.com/wp-content/themes/corpus/images/empty/thumbnail.jpg 150 150 Jason Lauritsen https://jasonlauritsen.com/wp-content/themes/corpus/images/empty/thumbnail.jpg
When I feel overwhelmed or stressed, my go-to strategy to find my way back to feeling calm and centered is gratitude.
That allure of comfort is powerful. But that path leads nowhere. The old normal is gone. And good riddance. We can do better.
As I write this today, I’m feeling a bit of both. And, while I’ve got a lot to be grateful for in my life, I want to specifically focus on you.
I’m grateful that you allow me to visit your inbox. I’m grateful that you care enough about making work better to spend some time reading and thinking about how to make it happen.
And, I’m really grateful for your support. It means a lot when you show up for a webcast, forward my post to a colleague, or send me back a note.
Thank you. Sincerely. I am grateful for you.
The work you do matters and I’m so appreciative that you allow me to join you on that journey.
(Yep, I feel better already.)
Until next time,
P.S. I’m doing a cool webinar series with my friends at Limeade on how well-being drives performance. If you are interested, you can check it out and sign up here.
As we attempt to navigate the possibility of permanent remote work within each of our organizations, we should understand the implications of any decision we make: all remote, no remote, or hybrid. This article from the CEO of an all-remote organization can prompt you to think about aspects you may not have yet considered. Read: Hybrid Remote Work Offers the Worst of Both Worlds
We must pay close attention to issues of equity and inclusion as we chart what work looks like in each organization moving forward. We have the opportunity to close many gaps but we can also make things worse if we aren’t very intentional in what we do. This HBR article highlights some examples of where things can go wrong and what to do to prevent it. Read: Why WFH Isn’t Necessarily Good for Women
Remote work or not, the challenge to engage your employees remains. This post by Nir Eyal outlines the concept of “Unconditional Positive Regard” which resonates with me both as a good personal practice and a framework for how to treat employees at work. Read: The Surprising Benefits of Unconditional Positive Regard
What if we randomly selected who we promoted into management? That’s the question I was left pondering after listening to this recent episode of Malcolm Gladwell’s Revisionist History podcast. It will challenge you to think differently about a few things. Proceed with caution. Listen now.
Few things are more vital right now than trust. Trust is difficult to address both at work and in our personal lives. So, who better to provide us some clarity on the issue than Brené Brown? This video is one of the best twenty minutes you can spend to understand and take action to build trust.
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