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Workplace well-being has been somewhat of a corporate buzz phrase. It surfaced most in the wake of the pandemic, when employee disengagement and burnout was high in the light of disconnected ...
To create an authentic workplace culture, adapt to employee needs and lead by example. Most polled employees feel leaders and managers drive a business’s workplace culture, proving that creating ...
High morale will cause employees to put in extra effort, find ways to work more efficiently, and do higher quality work. [6] An employer with a well-known track record of high morale among employees is also much more likely to attract and retain high talent employees. High morale provides a competitive edge in good times and bad.
Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] "
For example, PwC’s 2023 Employee Financial Wellness Survey highlights that 60% of workers feel stressed about their finances, but those who are more satisfied with their jobs tend to handle ...
Examples of how an employee can use social undermining in the work environment are behaviors that are used to delay the work of co-workers, to make them look bad or slow them down, competing with co-workers to gain status and recognition and giving co-workers incorrect or even misleading information about a particular job.
If employee silence does occur, communication suffers, and as a result harms the overall functioning of the organization. In his article “Get Talking”, author Chris Penttila says, “employee silence is killing innovation and perpetuating poorly planned projects that lead to defective products, low morale and a damaged bottom line”. [6]
Vague feedback is particularly problematic when you consider its prevalence: 50% of employees received at least some feedback that was not actionable. We analyzed 2 years of performance reviews ...