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LEED (LE EMPLOYEE ENGAGEMENT DIGEST) – September ’16 EDITION

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Do your employees seem less motivated after their summer vacation? Want to know how your business can create a more culture-centric brand? Do you see evident issues in transparency throughout your company's rank? If you nodded your head to any one of these questions, look no further. This month's edition of LEED is here to help!

Ditch The Employee Engagement Survey -- Here Are Ten Better Ways To Liste

By Liz Ryan

Forbes contributor Liz Ryan gives you 10 ways to engage your employees on an updated, continuous basis in this cleverly woven article!

“How close would you feel to your spouse or partner if they gave you a survey to complete once a year, in order to let them know how you feel the relationship is going? You probably wouldn’t love that idea. Relationships don’t thrive because one party to the relationship sends the other party a survey to complete. It’s the mechanization of work that has turned many bright and capable, creative and vibrant working people into burned-out and cynical working people — so how ironic is it that employers try to use mechanical means to solve that problem, by flinging bureaucratic, faceless surveys at their employees instead of talking with them directly?”

How Leaders Can Recharge Employee Engagement And Satisfaction

By Richard Orbe-Austin, PhD

Member of the Forbes Coach’s Council Richard Orbe-Austin describes how to ensure your employees are motivated after summer break!

“I often discuss the notion of a scarcity vs. an abundance mentality with clients. As a leader, a scarcity mentality causes you to feel that there is never enough of whatever you seek (e.g., resources, recognition, staff, etc.). A leader who thinks in this way may cause employees to constantly feel deprived and unhappy. In contrast, an abundance mentality enables you to always take inventory of what resources your team does have.

5 Ways to Create a Culture That Aligns With Your Brand

By Karen Tiber Leland

Leland explains how customer experience, management commitment, employee engagement, processes and systems, and organizational structure can solidify a culture-centric brand.

 “Just as creating a personal brand has become a key component in managing individual careers, building a brand-centric business -- from startups to Fortune 500 -- has become a non-negotiable factor in company success. Simply having a good product is no longer enough. According to a 2012 report from Weber Shandwick and KRC Research, 87 percent of corporate executives believe that having a strong corporate brand is as important as having strong product brands.”

Why You Need to Integrate Transparency Into Your Culture

By Andre Lavoie

CEO of ClearCompany Andre Lavoie talks about the very present issue most companies have with integrating clear communication and transparency throughout the ranks and why changing this is a top priority.

"The point is, some companies are failing to communicate their values from the top down. Achievers’ report, The Greatness Gap: The State of Employee Disengagement, found that 60 percent of the 390 North America-based employees surveyed didn't know their company’s vision, and 61 percent didn't know its mission or cultural values.”

How to Kill Employee Engagement, Once and For All

By Thomas Buus Madsen

Huffington Post writer Thomas Madsen offers a unique spin on the different ways executives can go about harming their companies’ employee engagement.

 “Did this headline give you pause? That’s good. Of course, employee engagement is the secret sauce for every company’s success in today’s economic environment. You want to foster it as well as you can and, as a manager or as a Human Resources specialist, it is your job to ensure a corporate culture in which engagement can thrive. In order to do that, though, it is helpful to be aware of the factors that stifle employee engagement. So let’s pretend you didn’t want your staff to be self-motivated and engaged, but quite the opposite.”