Kent Lewis’ Post

Check out the latest @pdxmindshare mention on @BizJournalTrust: How to diagnose and resolve individual employee performance challenges https://ow.ly/UtcX50SUFNk #HRtips #managementadvice #employeeperformance #EX

Check out the latest @pdxmindshare mention on @BizJournalTrust: How to diagnose and resolve individual employee performance challenges https://ow.ly/WcGh50SUFLF #HRtips #managementadvice #employeeperformance #EX

Check out the latest @pdxmindshare mention on @BizJournalTrust: How to diagnose and resolve individual employee performance challenges https://lnkd.in/gFFtd-Ku #HRtips #managementadvice #employeeperformance #EX

👉🏼This article provides a psychological perspective on employee expectations, integrating relevant theories and practical strategies for meeting these expectations in the workplace. Go ahead! https://lnkd.in/dKJfveTw #employeeexpectations

**Resolving Employee Grievances: A Psychological Approach to Leadership** Handling employee grievances isn’t just about resolving issues—it's about understanding the underlying dynamics that affect workplace morale and productivity. Through the lens of psychology, we can address grievances in ways that not only solve problems but also enhance employee well-being and organizational harmony. Effective leaders don't just listen; they understand. By applying psychological principles, we can create a work environment where grievances are addressed with empathy, fairness, and strategic insight. #LeadershipInAction #WorkplaceExcellence #HRLeadership #IndustrialOrganizationalPsychology

In 1959, Frederick Herzberg, a behavioral psychologist, proposed a theory suggesting that there were two factors that influenced employee satisfaction and motivation, known as the “Two-Factor Theory”. The Two-Factor theory states that there are two factors that affect employee satisfaction: hygiene factors and motivators. - Hygiene factors are those that, if absent, will cause dissatisfaction but their presence does not necessarily lead to satisfaction. Examples of hygiene factors include working conditions, salary, or company policies. - Motivators are those that inspire employees to do their best work and lead to satisfaction. Examples of motivators include challenging work, recognition, or the opportunity for advancement. The Two-Factor Theory has been widely accepted and is still relevant today. #Herzberg #TwoFactorTheory

🌟Policy Compliance Rate: Mirror to Employee Satisfaction Did you know? A low compliance can reveal hidden disengagement—something that impacts everything from team morale to turnover rates. 𝐒𝐜𝐞𝐧𝐚𝐫𝐢𝐨: Imagine a company expects 300 employees to submit monthly feedback surveys. Only 180 do—just a 𝟔𝟎% 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐫𝐚𝐭𝐞. 📉 What does that tell us? 𝐖𝐡𝐲 𝐢𝐭 𝐌𝐚𝐭𝐭𝐞𝐫𝐬: A low compliance rate often hints at more than missed policies. It can signal: - Higher Turnover and Absenteeism🏃♂️ - Decreased productivity and motivation 📉 - A decline in workplace morale and collaboration 🤝 𝐖𝐡𝐚𝐭 𝐂𝐚𝐧 𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐃𝐨? ✅ - Communicate the "𝐖𝐡𝐲": Ensure employees understand the purpose of feedback policies and how their voices shape the company. - Show Real Outcomes: Demonstrate that their feedback leads to real changes. - Address Barriers: Run brief focus groups to uncover why people aren’t engaging. - Recognize Participation: Incentivize and celebrate departments with high compliance. 💬 𝐇𝐨𝐰 𝐝𝐨𝐞𝐬 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐛𝐨𝐨𝐬𝐭 𝐩𝐨𝐥𝐢𝐜𝐲 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞? 𝐋𝐞𝐭’𝐬 𝐬𝐰𝐚𝐩 𝐭𝐢𝐩𝐬 𝐛𝐞𝐥𝐨𝐰! 👇 #HRMetrics #EmployeeEngagement #PolicyCompliance #HRAnalytics

Toxic work culture isn't just a buzzword; it's a silent productivity killer that affects employee morale, retention, and overall organizational success. It's time for HR professionals to step up as culture custodians and address the issue head-on. What are the signs? Persistent negativity and burnout. High employee turnover. Lack of trust or transparency. Poor communication and unresolved conflicts. What strategies have you found effective in addressing workplace toxicity? Let’s discuss below! #HRLeadership #WorkplaceCulture #ToxicCulture #EmployeeEngagement #DiversityAndInclusion

A psychological contract is an unwritten agreement between employees and employers that defines their expectations and obligations. It's crucial for employee motivation, productivity, and retention. **Management tips for psychological contracts:** * Communicate clearly * Be fair and consistent * Listen to employees * Foster a supportive culture * Regularly review and update **Benefits:** * Increased motivation and productivity * Reduced turnover * Improved organizational culture * Enhanced employer brand By managing psychological contracts effectively, organizations can create a positive work environment where employees feel valued and engaged. #psychologicalcontract #employeerelations #employeeengagement

#Organisationalculture and #toxicity leading to employee retention or turnover amongst other organisational performance outcomes. Break down #toxicculture to identify its predictors and act early enough to avoid negative consequences. Findings before the pandemic and during the first 6 months of the #GreatResignation wave at the beginning of the pandemic in the USA.