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Video: The Dunning-Kruger Effect Shows Why Some People Think They're Great Even When Their Work Is Terrible

 

Posted by Mark Murphy on 19 August, 2019 about, no_cat, no_recent, sb_ad_6, Video | 0 comments | Read more →

Video: Three Reasons Why High Performers Are Often Miserable

 

Posted by Mark Murphy on 19 August, 2019 about, no_cat, no_recent, sb_ad_6, Video | 0 comments | Read more →

Video: The Carbon Dioxide In Meetings Is Literally Making Us Dumber

 

Posted by Mark Murphy on 17 August, 2019 about, no_cat, no_recent, sb_ad_6, Video | 0 comments | Read more →

Video: 4 Signs That Your Leadership Style Is Too Tough

 

Posted by Mark Murphy on 29 July, 2019 about, no_cat, no_recent, sb_ad_3, Video | 0 comments | Read more →

Video: You Need An Answer Key If You Want To Hire Stars

Having an Answer Key (or Answer Guidelines in our lingo) is absolutely required if you want to know the difference between terrible candidates and great ones!  Otherwise, candidates with bad attitudes are guaranteed to slip through your interview process.  Watch this video and learn the groundbreaking technique of using an Anwer Key to hire more effectively!
Posted by Mark Murphy on 18 July, 2019 about, no_cat, no_recent, sb_ad_30, Video | 0 comments | Read more →

Disengaged Employees Are More Motivated Than You Think

The reports that disengaged employees comprise two-thirds of the workforce are deeply flawed because those numbers fail to account for employee motivation. Hence a new report from Leadership IQ, using an advanced statistical technique called k-means cluster analysis, has discovered that 26% of employees are Motivated But Unhappy.  These are people who dislike their company but are still motivated to give 100% effort at work.  And while outmoded statistics might consider them disengaged employees, as this new study shows, Motivated But Unhappy employees are far from being actively disengaged.
Posted by Mark Murphy on 14 July, 2019 about, Employee Engagement, no_cat, no_recent, sb_ad_15, sb_ad_16, sb_ad_29, sb_ad_30, sb_ad_5 | 0 comments | Read more →

Employee Engagement Statistics Are Missing 2 Critical Groups Of Employees

You've undoubtedly seen the traditional employee engagement statistics that categorize people into simple buckets like engaged employees, disengaged employees, actively disengaged, and more.

But these employee engagement statistics are deeply flawed because they're missing 2 large groups of employees: Motivated But Unhappy employees, and Happy But Unmotivated employees. 

Posted by Mark Murphy on 11 July, 2019 about, Employee Engagement, no_cat, no_recent, sb_ad_15, sb_ad_16, sb_ad_29, sb_ad_30, sb_ad_5 | 0 comments | Read more →

Why You Shouldn’t Use 5-Point Scales On Employee Engagement Surveys

5-point scales are what you most commonly find in employee surveys (think of a Likert-type scale ranging from Strongly Disagree to Strongly Agree). In many situations, 5-point scales are just fine, and psychological and sociological researchers use them to great effect. However, in the world of employee surveys, the 5-point scale has a fatal flaw.
Posted by Mark Murphy on 23 June, 2019 about, no_cat, no_recent, sb_ad_30, sb_ad_5 | 0 comments | Read more →

Never Ask Employees If They're 'Satisfied' On Employee Engagement Surveys

Satisfaction, a concept often measured by questions like “Overall, I am satisfied with company ABC” or “I am satisfied with my job” is too weak to help you improve employee engagement.
Posted by Mark Murphy on 23 June, 2019 about, no_cat, no_recent, sb_ad_30, sb_ad_5 | 0 comments | Read more →

Artificial Intelligence Is Radically Improving How Quickly You Can See Improvements In Employee Engagement!

While many companies are still only attempting to use AI, Leadership IQ is actually doing it!  Leadership IQ combines its AI-driven survey practice with multiple regression analysis to precisely isolate different parameters that influence an organization’s engagement with its workforce.
Posted by Mark Murphy on 23 June, 2019 about, no_cat, no_recent, sb_ad_30, sb_ad_5 | 0 comments | Read more →
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