Every organization and leader experiences resistance to change. But as frustrating as it may be, it can be overcome IF you understand the 5 major factors that drive resistance to change. Based on Leadership IQ studies of more than 60,000 employees, this report will show you the underlying causes of resistance to change, and how your change management efforts can overcome them.
How should you respond when an employee brings you a problem? It sounds like a simple question, but most leaders are responding all wrong. However, if you respond the right way (with these simple 7 words) the research shows that your employees will be 12 times more likely to love their jobs!
Employee engagement surveys will obviously help you improve employee engagement. But the smartest CEOs we work with are also using engagement surveys to test their strategy and ensure that employees are bought-in and know exactly how to execute that strategy! It's a radical, but incredibly effective, approach! Watch the video to learn how it's done...
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!
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.
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.