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Atlassian recognizes that the ever-increasing complexity of work in our gig economy has thrust teams into a new role: they are the growth engines of business. The company has studied and worked with hundreds of teams over the years—technical and leadership, small and large, diverse and homogeneous. And along the way, Atlassian has learned a few things about what derails team health and performance and what empowers teams to stretch, fly and be the very best they can be. Helen Russell, Chief People Officer at Atlassian, shares how she looks at team dynamics and best practices, and how to overcome issues including trust, clarity, communication, and prioritization. While research proves that the introduction of a diverse team member materially increases the impact of a team, Atlassian recognizes that to truly maximize team impact requires a greater understanding of what is going on at the individual level. Interested in learning more? Visit www.culturesummit.co

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Through decades of research pioneered by Dr. Don Clifton, the father of strengths psychology, Gallup has discovered keys to boosting employee engagement and creating high performing teams. You will learn from Paul Allen, founder of Ancestry.com, that hidden within each employee is a unique combination of strengths. As you learn to identify and unlock these strengths – instead of concentrating on fixing weaknesses – you can dramatically improve manager-employee relationships and build highly engaged and productive teams.

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Today Netflix is worth $37B and growing. But when the company was started back in 1997, founder Reed Hastings knew he wanted to create a company culture that brought in (and rewarded) the best people for doing great work. To understand the inner workings of the Netflix culture, we have to look beyond the headlines, the share price and the hype and understand what makes the culture tick - without the day-to-day involvement of the founder. Today we'll look at the 10 most critical take aways from everything that's ever been written about the Netflix company culture. If you want happier, more fulfilled employees then pay close attention.

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What are the 5 most important things for a great work environment and healthy working relationships? Is it good pay, benefits, advancement opportunities, or a great job title? The answer of what is REALLY important for happiness at work may surprise you! Personality Lingo offers a unique method of identifying each persons personality style and the personality style of those with whom you work. Understanding and appreciating our styles authentic values, strengths and stressors if the first step to a harmonious work environment. Learn how to facilitate this activity and much more in the Personality Lingo Basic Training Kit - Certification is optional! The Personality Lingo Basic Training Kit gives EVERYTHING a trainer needs to facilitate a 3 hour presentation including a training manual, slide show, personality test, and reproducible participant handouts. To learn more go to: http://personalitylingo.com/personalitytrainingcertificationkit/

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Happiness at work drives business objectives. Research shows that happy employees are more profitable, more customer-oriented and more productive. They also stand less chances of leaving that company. That’s why some companies have made happiness at work a way of doing business. According to The Conference Board, Human Capital and Operational Excellence rank first in the Top Global Challenges in 2013. Retaining and rewarding the best employees is a major concern for more than half of HR professionals, along with the development of the next generation of corporate leaders. Employee turnover and employee motivation have an immense impact on revenues, on company culture and on its talent competitiveness in the marketplace. It doesn’t matter if you’re a small company who just started to build a reputation or if you’re a top 40 company, your Human Capital is your biggest challenge in the upcoming years. It can make you or break you. In this white paper we examine a very popular yet sometimes controversial subject: Happiness At Work. We’ll talk about some of the latest HR trends, about employee engagement and how you can increase workplace happiness in 2014. Content Summary 1. Executive summary 2. Latest HR Issues 3. The challenges of employee engagement 4. How is the new HR world resolving these problems? 5. Is employee happiness interesting? 6. The case for employee happiness 7. Conclusions Download the full White Paper!

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Let’s face it, we all have been around (or have been) someone in a workplace who just doesn’t want to be there. You can see right off the bat what type of traits disengaged employees have just by talking to them in the office for a bit. Now, by definition disengaged employees are people who don’t care for their company and have no intention of helping it grow; so they can be quite harmful if they’re within your office. If you’re looking for a couple of personality traits for these type of colleagues have, Officevibe narrowed it down to these: 1. Constantly Complaining 2. Make Excuses 3. Lack Enthusiasm 4. Doesn’t Help Others 5. Gossip 6. Lying 7. Know-It-All 8. Independent 9. Irresponsible 10. No Initiative 11. Lacks Curiosity 12. No Growth 13. Distracted Download the best resources about employee engagement: https://www.officevibe.com/resources Learn more about Officevibe solution and improve your company culture: https://www.officevibe.com/employee-engagement-solution Deisgned by Benoït Tanguay & Elodie Ascenci Share your thoughts on Twitter ! https://twitter.com/Officevibe

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Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past. What truly motivates employees is the opportunity to grow and make a real difference in the world. Intrinsic Vs. Extrinsic Motivators There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck. It’s true that everyone needs to earn a living. They have to pay the bills. People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory. If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators. It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day. What makes people happy is the feeling of pride from accomplishing something amazing In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing. Researchers divided the children into three groups. The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award. The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates. The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end. Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing. The prizes had turned play into work. In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half. The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.” Download our free ebook: https://www.officevibe.com/resources/10-pillars-employee-engagement Read the full article on Officevibe's blog: https://www.officevibe.com/blog/secret-employee-motivation-infographic Designed by éloïtsmi https://www.behance.net/eloitsmi

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Chapter 16: Becoming a World-Class Employee and Leader Lecture 1 Becoming a World-Class Employee and Leader Objectives Introduction This lecture shows how the 21st century communication skills you have learned so far will serve you in college, your career, and your life. By the end of this lecture, you will be able to answer the following learning objective questions: · How do good communication skills help organizations succeed? · How do you find and keep your passion for your work? · Why is it important to establish healthy boundaries at work? · How do you exceed expectations on the job? Learning Objective 1 Communication Skills How do good communication skills help organizations succeed? Nonprofit and for-profit organizations need people with solid business skills. The most important of those skills are: · the ability to set objectives · lead or participate in teams · communicate clearly · meet deadlines Without these skills, plans cannot be made, work cannot be done, funds cannot be raised, and results cannot be achieved. Your ability to convey your message successfully and your ability to maintain a passion for what you do will directly affect your success. Learning Objective 2 Maintaining Passion for Your Work How do you find and keep your passion for your work? Passion and enthusiasm go a long way in the corporate and nonprofit world. People who like what they do are fun to be around, and they inspire others to do and be their best. Employers prefer people who like what they do because they tend to perform their jobs well, are highly productive, and motivate others. Your passion may start with an interest but it needs to be nurtured and sustained. Many people find their passion for their work is sustained by: · the ability to pursue what they love · the chance to stretch themselves · the opportunity to help others · the feeling of being valued and rewarded for a job well done Answering the questions in the table at the bottom of the page can help you find out if you are pursuing your passion. 1. How do you feel about your current stage of life—do you like what you are doing? 2. Are energized by the path of study you have chosen? If not, what are you enthusiastic about? Are you gathering information and soliciting advice so as to change your study path? 3. What interests and excites you? How do you plan to integrate your interests into your career? 4. When you graduate, will your first full-time job be a step toward your dream career or simply a job to get you from point A to point B? 5. Are you looking forward to the challenges of the working world? 6. What is standing between good and great for you? Learning Objective 3 Establishing Boundaries in the Workplace Why is it important to establish healthy boundaries at work? Establishing healthy boundaries in the workplace enables employees to stay on a productive track during the business day so that life at work and outside of work can both be rewarding. Tips for setting personal lim ...

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Toxicity in any organization is contagious and quickly spreads to your good employees. What’s more, these employees are much more likely than the toxic staff members to seek alternative employment. After all, they are good at their job and can easily transfer to a company with a positive working environment. If toxicity is destructive in the larger corporate environment, it is lethal in the smaller business. It is absolutely critical that employers focus their attention on avoiding toxic employees in the first place and, alternatively, do their best to identify and eradicate dangerous employee behavior quickly, before it has ripple effects on the bad behavior and voluntary departure of co-workers.

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