What if corporate restructuring were more than a slash and burn? What if it appealed to hope instead of fear? What if it not only promised, but actually delivered, a stronger company and a better place to work?
According to Kevin Kniffin, Ph.D, a professor and researcher at Cornell:
“To increase cooperation, teams could regularly play happy music during meetings or brainstorming sessions, a simpler and cost-effective alternative to traditional team-building exercises and off-site retreats. Although there’s more research to be done, music represents a potentially valuable and inexpensive channel for improving performance in environments where cooperation is prized.”
After more than a decade of effort, American businesses still have not figured out how to successfully motivate, inspire – and keep – millennial workers.
According to a new and comprehensive Gallup study, employees 20 to 36 years old are the least engaged generation in the workplace by far. On top of that, 21 percent quit their jobs last year, and 60 percent say they’re floating their resumés right now!
Research has shown that as individuals, we possess a negativity bias. Simply put, our fear of losing is greater than our thrill of winning. Obviously, this negativity bias is a great deterrent to organizational change.
There’s a shift under way in large organizations, one that puts design much closer to the center of the enterprise. But the shift isn’t about aesthetics. It’s about applying the principles of design to the way people work.
Leaders know that they’ll occasionally need to give tough feedback to their employees, colleagues, and clients. And yet, no matter how skilled or experienced they are at it, most would also do anything to find a way out. Here is a fine article by my colleague Debra Riegel which includes an excellent list of questions to ask yourself before you decide to undertake that difficult conversation.