According to a survey by Dropbox, one in five Brits report they never work to their potential on the job. If you live somewhere else, before you think this is a problem in just one country, it’s likely not. And if you think this article is meant to give you joy for pointing the finger
by Chuck Chapman, Content Strategy Coordinator How much is enough? How much is too much? These two questions are central concerns for managers and employees in our ever-increasing remote workforce. Some managers are reluctant to hire remote workers or allow current staff to work remotely because they’re concerned about workers staying on task. As Kevin
Every coach wants to give feedback that works. Every leader knows that giving effective feedback is part of their job. Heck, every parent would like the feedback they give to their kids to work. Yet far too often, it doesn’t. I believe the missing link is not understanding the true goals of feedback. Much has
According to a Hays survey, 81 percent of employees said they would consider leaving their current role for the right offer (and the right offer isn’t all about money). People want more than just a few extra dollars on their paycheck, and are increasingly looking at the whole picture, specifically company culture, when they decide whether
Most of the talk about leadership style is futile without first understanding the answer to this question. Most leadership development is hollow until those learning are clear on their answer to this question. And while the answer to this question may seem easy or obvious, the results in the world around us prove that we
By Kevin Eikenberry, co-founder of the Remote Leadership Institute. Today, I am going to share with you the secret to success. It’s a simple, but powerful, three-step formula that any team, regardless industry, role, type (e.g., remote, virtual, hybrid or co-located), or size can use to dramatically improve its performance, productivity and overall results. Here
We talk about motivation and engagement a great deal here on the Bud to Boss blog because it is critically important. Employee disengagement leads to low productivity and poor performance, and can seriously hurt the bottom line. As this Quill infographic shows, disengaged employees cost the U.S. $450-550 billion dollars annually, according to Gallup. Take a
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