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CEOs don’t get many chances to hear the unfiltered voices of their employees. So when you’re conducting your next employee engagement survey, don’t let that opportunity slip by.
Some employee engagement surveys limit themselves to questions about whether employees have a friend at work or like their job.
Whether we call it the Sunday night blues or Sunday evening dread, we’ve all experienced the anticipatory anxiety and depression that occurs as we mentally end our weekend and prepare for the stress of another Monday morning. Fortunately, there’s a simple trick to quell this anxiety and give yourself another full evening of weekend time.
New Year’s resolutions are practically an institution. Maybe your big goal for 2016 is to lose weight, quit smoking, work out, advance your career, start a business, double sales revenue, run a marathon, go back to school, save more money, etc. 
This is probably going to sound like pretty weird career advice, but if you’re looking for a new job, don’t conduct a job search. Instead, conduct a company search. Let me explain.
The best companies out there, the kinds of organizations you really want to work for, hire people that are great fits for their culture.
For years I’ve effectively taught leaders that there are four kinds of activities that consume our work time: Green Light work, Yellow Light work, Orange Light work and Red Light work.
When we think about all the ways we have to communicate with each other, and there are a bunch of them in the workplace setting, most communication modalities offer some possibility of messaging beyond the words we say.
Face-to-face communication, which has the biggest communication bandwidth, for example, lets us stuff a whole lot more information than just words into our message.
The Drama Queens (and Kings) at your office need to be the center of attention. They’re provocative, emotional and reactive. And they are highly skilled at getting everyone around them worked-up, frazzled and emotional (that’s how they stay at the center of attention).
Imagine you discover a significant problem at work; the kind you need approval from your boss to solve. So you work up a proposal, bring it to your boss, and wait for approval. You’re a problem solver, and that’s what problem solvers do, right? You find a problem and generate a solution.
Effective constructive criticism maintains a delicate balance. When criticism is too harsh, recipients shut down emotionally, get defensive, and fail to hear a word you say. When criticism is too soft, recipients fail to hear the message that they really do need to change.
We’ve all used behavioral interview questions—questions that ask job candidates to recount a past experience so we can assess their likely future performance. In theory, behavioral interview questions should work just fine (because past behavior is usually a decent predictor of future behavior).
