Eve Cortes, CPC, ELI-MP’s Post

🚫𝗪𝗵𝘆 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗤𝘂𝗶𝘁: 🚫 It's disheartening to see talented individuals leaving their jobs for reasons that can and should be addressed. 🤝 👉 𝗕𝗮𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Leadership sets the tone for the entire organization. When leaders lack vision, empathy, and the ability to inspire, employees feel lost. 👉 𝗧𝗼𝘅𝗶𝗰 𝗪𝗼𝗿𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲: A toxic culture poisons the work environment. Respect, inclusivity, and kindness should be the foundations of any workplace. 👉 𝗨𝗻𝗿𝗲𝗮𝗹𝗶𝘀𝘁𝗶𝗰 𝗧𝗮𝗿𝗴𝗲𝘁𝘀: Setting achievable goals is essential. Unrealistic targets can lead to burnout and demotivation. 👉 𝗣𝗼𝗼𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Managers play a critical role. Ineffective management practices erode trust and employee satisfaction. 👉 𝗡𝗼 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗛𝗮𝗿𝗱 𝗪𝗼𝗿𝗸: Employees thrive when their efforts are acknowledged and rewarded. Recognition fuels motivation. Employees are the lifeline of any organization, and we ought to do better. As leaders, managers, and peers, we share the responsibility to shape an environment where everyone can flourish, expand, and feel appreciated. Remember, Employees don’t leave companies, they leave bad managers. Let's work on retaining the talent and not just acquiring them. Let's foster a culture that values its employees as much as its customers. It starts with us! #hr #humanresources #people #employeeexperience #branding #work #workplace #futureofwork #employers #leaders #leadership #managers #culture #culturematters #LeadershipMatters #WorkplaceCulture #EmployeeRetention #Recognition #retention #ManagementMatters #linkedin #LinkedinConnections #aach

High-performing employees are the architects of organizational growth and success. They drive #innovation, boost #morale, and contribute significantly to the bottom line. But how do we identify and nurture these exceptional individuals? Let's dissect the key characteristics highlighted in this image: 1. #Leadership and #Ownership: They don't wait for instructions; they take charge. 2. #Growth Mindset: Constantly evolving, they view challenges as opportunities. 3. Team #Collaboration: They're not just individual stars; they elevate the entire team. 4. Ethical Conduct: They build trust and foster a positive work #culture. Identifying high-potential employees is crucial for long-term organizational success. Investing in their development ensures a steady pipeline of leaders. I implemented a #mentorship program pairing high-potential employees with seasoned executives. This not only fosters growth but also strengthens our organizational culture. #Rewarding and #Retaining Top #Talent #Attracting and #retaining high-#performers demands a strategic approach. Here's how to do it: Customized #Development Plans: Offer personalized growth paths aligned with individual aspirations and organizational #goals. Competitive #Compensation: Ensure compensation packages are competitive to attract and retain top talent Flexible Work Arrangements: Offer options like remote work and flexible hours to enhance #worklifebalance . #Recognition and #Appreciation: Celebrate achievements publicly and provide regular #feedback. Remember: High-performance isn't just about individual metrics; it's about aligning individual goals with #organizationalobjectives. What are your thoughts on cultivating a high-performance culture? #HighPerformingEmployees #TalentManagement #SuccessionPlanning #OrganizationalCulture #organizationaldevelopment #mentoring #highperformaingteams #peopleandculture

🌟 **Unlocking Potential: The Power of Extrinsic Incentives** 🌟 In today’s competitive workplace, leaders often lean on **extrinsic incentives**—such as bonuses, promotions, or other tangible rewards—hoping to drive performance. But are these incentives truly fostering a culture of commitment and engagement? 🤔 While extrinsic incentives can yield short-term results, relying solely on them may lead to an unmotivated workforce in the long run. Here’s why we should rethink our approach: 1. **Limited Motivation**: 🚀 Extrinsic rewards can sometimes overshadow intrinsic motivation. When rewards are the primary focus, employees may lose sight of the passion and purpose behind their work. 2. **Temporary Results**: 💰 Yes, bonuses can boost productivity, but this is often fleeting. Once the reward is achieved, the motivation can dwindle. You want to create sustainable engagement. 3. **Potential for Unhealthy Competition**: 🏅 While competition can be a great motivator, it can also breed divisiveness and toxicity within a team. Instead of collaboration, individuals may prioritize personal gain over team success. So, what can leaders do to harness the power of extrinsic incentives effectively? ✨ **Integrate Them into a Broader Strategy**: - Emphasize **recognition** over reward—celebrate milestones, achievements, and efforts. - Foster a culture of **growth**—make learning and development a priority, offering opportunities for skills enhancement. - Complement extrinsic incentives with efforts to boost **intrinsic motivation**—encourage autonomy, purpose, and mastery in roles. 🔑 Remember, the goal isn't to eliminate extrinsic incentives, but to balance them with strategies that nurture a culture of engagement and fulfillment. Let’s focus on building a motivated workforce that finds both meaning and joy in their work! 💬 What are your thoughts on extrinsic incentives? How do you strike a balance in your organization? Share in the comments below! ♻️ Repost to share these insights with your network. Follow me for more on workplace culture and leadership! #Leadership #EmployeeEngagement #Motivation #WorkplaceCulture #HumanResources

I recently stumbled upon an insightful article by Lauren Clarke on engaging employees. The crux of the write-up was about the 5Cs in connecting with employees. These include Care, Connect, Coach, Contribute, and Congratulate. In less than a 10-minute read, it genuinely captured the essence of human relations in workplace dynamics. As an aspiring Human Resource Strategic Leader, I took note of why each of the Cs is important in an employee lifecycle. Care: It's crucial to show your employees that you care for them beyond their job performance. Demonstrate empathy and a sense of belonging, ensuring they feel genuinely valued and supported. Connect: Building connections with your team on a personal level is vital. Simple gestures, like understanding their triggers, foster a deeper relationship and improve workplace dynamics. Coach: Inspiring and coaching your team to be better players and future leaders is essential. Provide guidance and support to help them grow professionally and personally. Contribute: Allowing employees to contribute their ideas and insights makes them feel seen, heard, and valued. This fosters a strong sense of belonging and encourages engagement. Congratulate: Recognizing and congratulating employees for their achievements is important. Everyone appreciates praise, and it boosts morale and motivation. There's always something to learn. Let's strive to be better leaders and professionals together. #humanresources #employeeengagement #leadership #workplacedynamics #professionaldevelopment #5Cs #empathy #connection #coaching #contribution #recognition https://lnkd.in/deCjpdY7

Put aside your misconceptions about what could lead to employee well-being. Investing in leadership development is an investment in employee well-being. A recent report by McKinsey and Co. uncovered that relationships with your supervisor are the top factor in employees’ job satisfaction. Job satisfaction is the second most crucial determinant of employees’ overall well-being. Even more staggering is that 75% of American workers say their boss is the most stressful part of their workday. Those new to leading teams and leadership may need to realize how their behavior and approach impact the team around them. To build stronger relationships with their team, leaders need to understand humility, empathetic listening, psychological safety, and how to follow their curiosity. Why not immerse your leaders in a development program that focuses on constructive mindsets and skillsets infused with creative learning approaches (and backed by research)? Our Leadership Canvas™ program is designed to make learning stick. We deliver high-impact, hands-on, short-burst learning workshops addressing mindset and behavioral habits. Need more? How about return on investment beyond increased employee well-being? The average ROI of investing in leaders is 7:1. Every $1 spent gets you $7 back through more straightforward communication, higher employee engagement, collaborative problem solving, increased job satisfaction, fewer sick days taken, and less attrition. Better leaders. Better relationships. Better well-being. Better results. If you are a small to mid-sized company that’s looking to build stronger relationships and transform co-workers into high-performing teams, we got you covered... Coast to Coast! Reach out today to learn more. #creativityisgoodforbusiness #leadershipdevelopment #employeeengagement #employeewellbeing #creativeproblemsolving

"The Impact of Bad Leadership on Employees and Company Success" Are you aware of the profound effect bad leadership can have on both employees and company performance? Ineffective leadership can result in a multitude of negative outcomes, ranging from decreased employee morale and engagement to reduced productivity and innovation. It's crucial for organizations to recognize and address these issues to foster a positive work environment and drive success. Here are some ways bad leadership can impact employees and the company: * Low Morale: Poor leadership often leads to low employee morale, as team members feel undervalued, unappreciated, or unsupported by their leaders. This can result in disengagement, absenteeism, and ultimately, a decline in overall productivity. * Lack of Trust: Trust is the foundation of any successful team or organization. When leaders fail to communicate openly, transparently, or honestly with their employees, trust erodes, leading to skepticism, resentment, and a breakdown in team cohesion. * Reduced Innovation: Innovation thrives in environments where employees feel empowered to take risks, share ideas, and collaborate freely. However, under poor leadership, employees may hesitate to voice their opinions or suggest new approaches, fearing criticism or backlash from their superiors. * High Turnover: Employees are more likely to leave an organization with ineffective leadership, seeking opportunities where they feel valued, challenged, and supported. High turnover not only disrupts team dynamics and productivity but also incurs significant costs associated with recruitment, onboarding, and training. * Stagnant Growth: Ultimately, the impact of bad leadership extends beyond individual employees to the company as a whole. Organizations led by ineffective leaders may struggle to adapt to change, innovate, or achieve long-term growth and success in competitive markets. Recognizing the signs of bad leadership and taking proactive steps to address them is essential for fostering a positive work culture and driving organizational success. By investing in leadership development, fostering open communication, and prioritizing employee well-being, organizations can mitigate the negative impact of bad leadership and create environments where employees can thrive. #Leadership #EmployeeEngagement #CompanyCulture #BusinessSuccess #LeadershipDevelopment Let's strive to cultivate leadership excellence and empower our teams to reach their full potential.

What exactly do employees want from their leaders the most? Researchers found that no other leadership behavior had a bigger effect on employees than respect. According to the study's authors, being treated with respect was more important to employees than recognition, getting feedback, and even professional development opportunities. More often than not, people simply don't realize how their uncivil behaviors affect others (perception of disrespect). To break the cycle of uncivil behaviors and raise your own self-awareness, there's a three-step process every leader and manager should take: 1. Uncover your blind spots. Ask two trusted colleagues for their views about how you treat other people. What could you do better? Listen carefully. 2. Get a coach. Coaches can unearth some of the underlying assumptions, experiences, and personal qualities that make one prone to uncivil behavior. 3. Use the "feedforward" method to improve: Popularized by Marshall Goldsmith, this method can help you gather information, suggestions, and ideas to put a plan into action. Then follow through with an unbridled commitment to change. #leadership #inc #talent #development #retention #respect

👥 Empathy in Leadership: A Cost-Effective Approach to Employee Retention 👥 🔊 Simon Sinek on Empathy in the Workplace I recently came across a powerful video by Simon Sinek, which emphasizes the importance of empathy in leadership. This message couldn't be more relevant today. I want to address a critical issue with CEOs and senior leaders: the high cost of constantly terminating and hiring employees. 📉 The Hidden Costs of High Turnover: 💸 Financial Impact: Recruitment, onboarding, and training new employees are costly and time-consuming. 📉 Productivity Loss: Every departure disrupts team dynamics and hampers productivity. 🚫 Cultural Erosion: A revolving door of employees can erode trust and morale. 💡 The Empathy Factor: 💬 Understanding Struggles: If a senior leader is constantly recommending terminations, it may signal a lack of empathy. Employees often go through slumps; understanding and supporting them can turn things around. ❤️ Building Loyalty: Showing genuine care and concern fosters loyalty and long-term commitment. 🌱 Investing in Growth: Rather than replacing employees, invest in their development. A little support can lead to remarkable transformations. 🔍 Signs Your Leader Might Be a Danger to Your Organization: ❌ Constantly recommending terminations without attempting to understand underlying issues. 🤷 Lack of engagement or support for team members in distress. 💬 Negative feedback without constructive guidance. 🌟 The Path Forward: 🔄 Shift in Perspective: Encourage leaders to see their role as nurturers of talent. 🛠️ Tools for Empathy: Provide training and resources to help leaders develop empathy and practical communication skills. 📈 Measure Impact: Track the benefits of a supportive approach to employee retention and organizational health. By fostering a culture of empathy, we save costs and build a more vital, resilient organization. Let's lead with heart and wisdom. #Leadership #Empathy #HRConsulting #EmployeeRetention #OrganizationalHealth

Why Good Employees Leave Bad Managers – and How to Foster a Positive Work Environment It’s often said that people don’t quit jobs; they quit managers. In today’s business world, the importance of good leadership cannot be overstated. When talented, hardworking employees choose to leave, it’s often not because of the work itself but because of how they’re managed. Poor management can lead to low morale, lack of recognition, and missed opportunities for growth, pushing even the best employees out the door. Yet, there’s a silver lining: creating a positive, growth-oriented environment can retain top talent and help them thrive. Managers who lead with empathy, communicate clearly, and actively support their teams foster a culture of trust and engagement. Recognizing accomplishments and offering opportunities for growth empower employees to stay motivated and loyal. Good managers don’t just manage—they inspire. At the end of the day, it’s not just about keeping employees—it’s about creating an environment where they want to stay, grow, and contribute to the success of the company. Investing in strong leadership and cultivating a positive work culture can be the key to long-term success and employee retention. So, let’s strive to be the kind of leaders people want to work with. #LeadershipMatters #EmployeeEngagement #PositiveWorkCulture #LeadershipDevelopment #EmployeeRetention #ManagementTips #WorkplaceCulture #LeadByExample #InspireToLead #CareerGrowth