วีดีโอ

How about some actual examples of this leadership instead of photos of random leaders?

I'm trying to imagine stumbling on a social media article that talks about the subjective measurement of the effects of improving employee engagement. There are none. Refering to research is different from citing examples of successful transformations. What was the situation before the EE initiative, what was the process used, who led the initiative, how long did it take, and how were the results measured? What was the impact on margins, revenue growth, and stock appreciation? How much did it cost, and were the results sustainable? Here are the questions no one wants to address. Can the experts base their fees on the financial results that are sustainability improved? Getting paid for quoting research and effort means the risk is all on the client. The Gallup Q12 was mentioned. Okay, you have the answers to the 12 questions. two columns after each question, anonymous yesses and nos. What exactly is HR going to do with that data? Start holding mixers so employees can find a "best friend." Gallup, who is in the EE consulting business, cites client business improvement from the Q12. It's doubtful that more than a handful of HR organizations are positioned to pressure executives to execute survey results. Yet, HR is the focal point for EE/EX initiatives. How crazy is that? About AI, leadership has ignored actionable employee data for a hundred years for convenience. It's unimaginable that, suddenly, leadership will look at the same data, and because some algorythem generated it, they will take action. Pretty silly, don't you think. As Clara Peller famously said for Wendys in 1984, "Where's the beef?

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why does a white male have to be the face of leadership

To watch the full episode, click on the link: th-cam.com/video/U5muQmCLuK4/w-d-xo.html

*Promo sm*

It's weird having worked in the employee engagement/experience business for 25 years and realizing you've been doing it in an alternative universe. Our approach has been to work exclusively for F500 CEOs. Employees are asked to tell the CEO the dumbest things the company does. Then we spend ten weeks immersed with the employees explaining how to present their ideas, and WE sell them. Here's where the alternative universe comment originated. When employees become convinced that there are no sacred cows, whether procedures, policies, organizations, bullies, or siloes. For example, when a dumb thing is identified, it is dealt with within two days. Employees see their ideas implemented even when solidly opposed by managers and leaders, and they double down on their ideas. What needs to be addressed here is that recognition will never overcome the things that drive employees nuts daily. THe phrase we hear most is "BULLSHIT get rid of the bullshit". In one case, with only 800 suggestions at the three-week stage, an executive perk was identified. The CEO agreed and eliminated the planes. That 800 suggestions grew to 4700 in seven days. HR is never involved in these initiatives; they will deal with plenty of issues within HR. Here's the best test for what's happening today in the HR/EE/EX world, where are the stories citing the results from the recognition programs? What business metrics were improved, and to what extent? The problem is believing HR can force change on disinterested leadership. If you're not addressing the bullshit, recognition, while always good, will have only fleeting results. Where are the examples of HR-leading EE/EX initiatives that sustainably impacted the income statement? The worst thing is the disengagement that results from all the EE/EX survey input that isn't acted on. That can completely offset the changes that are made. Here's the way to measure an EE/eX initiative. List the bullies that were sent home, the HR policies that were eliminated or altered, and the same for accounting and others. What was the impact on the income statement, earnings, stock appreciation, how many sacred cow departments were eliminated, how many silo walls were torn down, and wasteful spending identified. HR harvesting the low-hanging fruit will likely not overcome the negatives of the data that was ignored.

Mine Field Activity - i have an good amazing experience in plating this game at Mind Maters and out bond training by Dr Madhu Malar. its all about the Trust between the employees. guiding in a right way .

Sneak A Peek is interesting

These are amazingg tips! I personally love Kitty Party for virtual team-building! Their indian cooking classes are the besttttt

Sneak a peek. Awesome.

Any openings here??

what kinda camera and light setup Adrian is Using ?

How to login in this i was log out bymistake

Joop

🎉

So many really insightful takeaways! Thank you for holding this discussion and sharing with us.

Sir! I like your words very, very much. I met you for an interview at Hojai Evergreen that day. I still remember your voice and words even though I wasn't successful in the interview.

Thank you Suchi for sharing your thoughts

Promo'SM

Not helpful for my orgenization

my point are debited but voucher not received 😢😢

NOTHING is going to work to engage employees after forcing and bullying them to participate in experimental medical procedures to keep their jobs. A disengaged employee is definately not interested in your BS activiities and charades.

Scamers

Chutiya apps hai

Good points, I just wish you didn't give credit to 3 men who are/were well known bullies who don't exemplify many of the traits you list.

I’m searching for the truth. Managers LOVE firing people. They are encouraged to do so from the top. The company benefits from this and it’s demonic. Why is this happening?

As a millennial representative, fuck you, pay us.

P R O M O S M

Excellent thanks! 👍

good info. thanks 👍

Humanize work?? How about paying me more or stop over working me

As the video suggests, Employee Recognition is indeed a crucial element to keep employees, engaged, motivated & productive. It's interesting how one small act of appreciation can bring such an impact on the workforce.

For some cashback offers where it is mentioned as "Get upto some percent off on a particular item", but when we shop we don't get that discount while checking out. Can you please explain how this works wrt such cashback offers?

Nice

Good employees aways gonna be supportive during heavy workload.

Just applied mis executive post in your company. I really want to be part of such ambitious company and leaders.thank you

Great work Nabanita!

Thank you for having me Vantage Influencers podcast.

Good one

Oh My Goodness!! This is exactly what i needed. Cute vid 💞

😘 þrðmð§m

Bottom line is Money and benefits...that’s why anyone works to begin with..

Wonderful session

Good eyeopener

Thanks Vantage Circle to nomination and hearing my perspectives.

It was a pleasure to speak on this contemporary topic !!

Tum bahot achha kaam karta h Gaffur Bhai !!!

Can we get vantage point cash back in United States?

I have taken 2 gift vouchers but I am only able to redeem one voucher of Rs. 500 , can u let mw know how can I use 2 gift in one purchase so that I don't have to pay extra amount