![]() Happiness is fleeting and can be influenced by trivial matters. It is also quite personal; what makes one person happy might not make someone else happy. Yet despite the mercurial nature of happiness, many organizations now routinely survey their employees with questions such as “How happy are you at the company?” Writing in Inc. Emma Brudner, Director of People Operations at Lola.com, says that companies would be better off finding out if employees are fulfilled, rather than happy. Fulfillment, she says, occurs when organizations deliver on expectations set during hiring interviews and when the employee is learning and growing. “Employees can feel fulfilled overall even if their happiness fluctuates,” contends Brudner. For example, personal growth can be uncomfortable in the moment, but valuable overall. (Tweet it!) Brudner suggests that measuring fulfillment is much more effective than attempting to measure happiness. Doing so, she says, will encourage self-reflection. It also “innately places accountability jointly on the employee and the company, versus solely the latter.” To assess levels of fulfillment she suggests companies pose one or several of these questions on their next employee surveys:
Do you think employees at your organization are fulfilled, and, if so, what does the organization do to further that fulfillment? To join the conversation, click "comments" above. If you would like to learn more about creating a habit around masterful communication, check out our online learning programs.
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![]() Let’s face it: It’s hard to make friends as an adult. If you don’t stay connected to childhood or college friends, you might wind up knowing lots of people, but being close to few. It’s an unfortunate reality for many, given that research shows how vital close friendships are for well-being. There are many reasons why it’s difficult to bond closely with others in adult life—ranging from lack of time to a focus on careers, finances and family, to an emphasis on quantity over quality—but it is possible to get closer to existing friends. Writing in The New York Times, Emma Pattee offers some ways of doing so:
Would you like to have closer friendships in your adult years, and what have you proactively done to meet this goal? To join the conversation, click "comments" above. If you would like to learn more about creating a habit around masterful communication, check out our online learning programs. ![]() Oppositional employees are perpetual naysayers, refusing to follow instructions, debating or dismissing feedback, or creating an ongoing stream of negative comments. Writing in the Harvard Business Review, Fortune 500 consultant and former NYU professor Liz Kislik offers several approaches to help managers get the best from such difficult employees:
Letting an oppositional employee go may not be necessary. First, try understanding their concerns and motivations, and provide support through possible job redesign and relationship building. “Then,” says Kislik, “employees who were once seen as problems can bring their greatest strengths to bear on behalf of the organization, rather than against it.” Have you ever had to manage an oppositional employee? Were your approaches successful? To join the conversation, click "comments" above. If you would like to learn more about creating a habit around masterful communication, check out our online learning programs. ![]() As more and more of our encounters—especially first encounters—migrate to online formats, making a good digital first impression is essential. But like other “soft skills” online etiquette is rarely taught. There’s an unspoken expectation that we all know the rules, but often we don’t. To help alleviate awkward digital encounters, Victor Turk offers this advice in The New York Times.
Have you ever made a digital faux pas or been on the receiving end of one? How was the situation resolved? To join the conversation, click "comments" above. If you would like to learn more about creating a habit around masterful communication, check out our online learning programs. |
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