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I recently conducted a study called The Risks Of Ignoring Employee Feedback that involved 27,048 executives, managers and employees. And what I discovered, among other things, is that very few leaders encourage, or are open to hearing, suggestions for improvement from their employees.
One of our recent studies asked more than 30,000 employees to rate the statement “I know whether my performance is where it should be.” In an ideal world, every person in every job would say ‘I always know!’ But that’s not what I found. Just look at this chart...
How do you lead change? How do you think change should be led? Take this quiz to discover your change management style...
Every company faces challenges, from competitors, industry changes, regulations, staffing shortages and more. But whether those changes are serious or minor, companies are doing a terrible job keeping employees in the loop. And while many leaders think that ignorance is bliss, when employees don’t feel like the company is being honest about the challenges facing it, employees get irritated very quickly.
Introduction
If you want to cost yourself a job interview, just use words like “you”, “they”, “always” and “can’t”. New research from Leadership IQ finds that interview answers rated poorly by hiring managers contain very different words than interview answers rated highly.
The terms ‘fake news’ and ‘alternative facts’ entered the lexicon during the 2016 presidential election. And now the impact of these terms are being felt in the American workplace.
During May-June 2017, Leadership IQ surveyed 3,272 leaders and professionals from the United States and discovered the following:
Nine out of ten people have heard the term ‘fake news’ and eight out of ten have heard of ‘alternative facts
Listening with empathy is a critical skill for anyone who wants to succeed at work. Salespeople with great listening skills sell more. Physicians with great listening skills face fewer malpractice lawsuits and have better patient outcomes. Leaders with great listening skills have more inspired and engaged employees.Research shows that in certain jobs, having higher emotional intelligence is actually correlated with lower job performance! The determining factor in whether emotional intelligence is positively or negatively related to job performance is called “emotional labor.” So take this quiz to see whether your job demands high or low emotional labor, and thus whether you need high or low emotional intelligence.
There’s a common assumption that middle performers are universally maxed out, already operating at peak efficiency, and with no hope of improvement. It’s a big reason why so many middle performers (who often make up roughly 70% of the workforce) get the least amount of performance coaching from leaders. But only a scant 10% of middle performers actually fall into the maxed out/no hope category. 
