- Key takeaways:
- The Employee Hierarchy of Needs, inspired by Maslow's model, outlines five levels of employee satisfaction: Survival, Security, Belonging, Importance, and Self-Actualization.
- Survival needs include fair compensation and basic working conditions, forming the foundation of employee satisfaction.
- Security encompasses job stability, clear expectations, and a safe work environment, both physically and psychologically.
- Belonging involves fostering positive relationships, effective communication, and a sense of community within the workplace.
- Importance relates to recognition, opportunities for growth, and feeling valued for one's contributions.
- Self-Actualization, the highest level, involves empowering employees to reach their full potential and align personal goals with organizational objectives.
This article provides a framework for leaders to understand and address employee needs comprehensively. By focusing on each level of the Employee Hierarchy of Needs, organizations can create a more fulfilling workplace, leading to increased employee satisfaction, engagement, and retention. This approach can be particularly valuable in today's competitive talent landscape, where employee well-being and job satisfaction are crucial factors in organizational success.
https://www.forbes.com/sites/shephyken/2023/10/15/the-employee-hierarchy-of-needs-building-a-fulfilling-workplace/
- Key takeaways:
- Executive off-the-job behavior can significantly impact corporate outcomes and should be a concern for boards.
- Research shows a correlation between executives' personal indulgences and their propensity for corporate misconduct
- Boards should consider implementing policies to monitor and address executive behavior outside the workplace.
- Personal conduct of executives can affect company culture, employee morale, and public perception of the organization.
- Proactive governance measures regarding executive behavior can help mitigate risks and protect shareholder value
This article highlights the importance of considering executives' personal conduct as part of comprehensive corporate governance. It suggests that boards should be aware of and potentially address off-the-job behavior to safeguard company interests and maintain ethical standards throughout the organization.
https://hbr.org/2020/01/why-boards-should-worry-about-executives-off-the-job-behavior
- Key takeaways:
- Remote teams are most effective when they communicate in rapid-fire bursts, followed by periods of uninterrupted deep work
- Exchanging a broad diversity of information during communication bursts enhances team performance
- Synchronous communication (aligning schedules) is more effective than asynchronous communication for remote teams
- This communication strategy balances the need for collaboration with the importance of focused individual work time
- Implementing "bursty" communication can lead to improved productivity and better outcomes for remote teams.
This article provides valuable insights into optimizing remote team communication, which is crucial in today's increasingly digital work environment. By adopting a "bursty" communication style, teams can maintain high levels of collaboration while also preserving time for deep, focused work. This approach can help organizations enhance their remote work strategies and improve overall team performance.
https://hbr.org/2020/10/successful-remote-teams-communicate-in-bursts
