The problem with the work from home (WFH) debate is that it typically lacks hard data from real-life WFH employees. And that’s why this present study provides. Leadership IQ surveyed 3,706 employees currently working from home to discover the truth about their WFH experiences. And these 24 CHARTS will surprise you!
There's an insidious attitude permeating many companies; that when employees have their butts-in-their-seats, it means they're productive. But if you've ever seen studies on actual employee productivity, or if you've ever forced yourself to sit at your desk for eight straight hours, you know that having a butt-in-the-seat does not equal productivity.
A new study reveals that leadership development has NOT adequately prepared leaders to navigate the most challenging economy in 100 years. With a pandemic, recession, and racial justice protests, leadership development must equip leaders to seek innovation, communicate transparently, align their vision, and constructively solve problems. But when we asked 21,008 employees how well their leaders were performing in those leadership areas, the results were troubling.
Resiliency is your ability to quickly bounce back from failure, adversity, rejection, etc. But how do you handle these situations? Take the Resiliency Test and find out...
The top remote employees (e.g., writers, creatives, freelancers, etc.) have long known the best way to be productive when working from home. And it's a technique that you need to teach your 'suddenly remote' employees now!
Ambitious employees and aspiring leaders often ask “what are the various types of power?" and "how do I get more power?" Beginning in the late 1950s, psychologists John R. P. French and Bertram Raven famously identified 6 types of power: Referent Power, Reward Power, Coercive Power, Legitimate Power, Expert Power, and Information Power. Before we explore each type (and their pros and cons), take the quiz to see which types of power you tend to use most frequently!
We’ve all heard that ‘you join a company but quit a manager’ and that managers drive employee engagement. But surprising new data reveals that employees’ Self-Engagement (i.e. their personal outlooks like optimism, resilience, proactivity, etc.) can actually matter more than working for a great manager!
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