Bringing Joy to the Virtual Workplace
Let’s explore different ways to achieve this goal in a remote or hybrid workplace: REDISCOVER YOUR PURPOSE Sometimes, when we are inundated by tasks and meetings, we lose sight of the reason we work for. Consider why you are doing certain tasks and determine what success in this set of tasks looks like. Meditate on […]
Overcoming Productivity Paranoia Before It’s Too Late
In 2022, Microsoft published a workplace survey that indicated 87% of workers reported being productive in hybrid-work setups, while only 12% of leaders believed that their remote employees were productive. This huge survey gap has led to what Microsoft calls productivity paranoia, which is a problematic situation where leaders lack confidence in their remote workers’ productivity, contrary to the evidence of increased output. Human Dynamic has a Leadership & Change Solution for this! So, tune in to learn more!
Problem Solving with ‘First Principles Thinking’
The company had a performance-oriented vertical decision-making culture. This culture has resulted in misuse of authority and persistent bullying of team members. The handling of bully complaints were poor that led to employees losing trust and felt disappointed with the company’s leadership. Direct and indirect victims of the incidents expressed anger and helplessness regarding the management styles.
Through the Change: Cultivate Resilience in a Changing Workplace
The company had a performance-oriented vertical decision-making culture. This culture has resulted in misuse of authority and persistent bullying of team members. The handling of bully complaints were poor that led to employees losing trust and felt disappointed with the company’s leadership. Direct and indirect victims of the incidents expressed anger and helplessness regarding the management styles.
Transforming Organizational Culture in a Multinational Corporation
The company had a performance-oriented vertical decision-making culture. This culture has resulted in misuse of authority and persistent bullying of team members. The handling of bully complaints were poor that led to employees losing trust and felt disappointed with the company’s leadership. Direct and indirect victims of the incidents expressed anger and helplessness regarding the management styles.
How to build a high well-being organization?
In a world that is consistently changing abruptly, organizations are called to stay nimble, resilient, and steadfast. Leaders are compelled to build and foster high well-being workplaces and cultures. Employees want to feel and see that they are valued in the workplace. The sustained level of uncertainty and stress guarantee that we will never go […]