Profitability http://businessjournal.gallup.com/ http://backend.userland.com/rss Gallup WebTeam Two researchers say that your tribe is more important than anything else at work. Here’s how companies can harness the power of that insight to understand and influence team performance. http://businessjournal.gallup.com/content/106903/Five-Stages-Workplace-Tribes.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/106903/Five-Stages-Workplace-Tribes.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 08 May 2008 14:45:00 GMT When Gallup analyzed high-performing workgroups to understand what drives their success, one of the dozen elements that emerged as most important was the statement “This last year, I have had opportunities at work to learn and grow.” Decades of research reveals that employees give more of themselves when they feel a sense of progress rather than feeling stagnant, according to the authors of 12: The Elements of Great Managing. http://businessjournal.gallup.com/content/105838/Twelfth-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/105838/Twelfth-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 10 Apr 2008 05:00:00 GMT This question has been nagging at executives, investors, and the media. Here, Gallup’s chief economist sheds some much-needed light on the subject. He also tells how companies can protect themselves if there’s a serious downturn and what managers -- many of whom have never lived through a real economic slump -- should know. http://businessjournal.gallup.com/content/104191/United-States-Recession.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/104191/United-States-Recession.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 14 Feb 2008 06:00:00 GMT Building a strengths-based organization seems like it would be simple. The concept is so intuitive, the thinking goes, that embedding strengths in a company’s DNA should be almost effortless. But this is one of the biggest myths about strengths management -- and, for that matter, about managing transformational change. http://businessjournal.gallup.com/content/103417/Debunking-Strengths-Myth.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/103417/Debunking-Strengths-Myth.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 10 Jan 2008 06:00:00 GMT It's summed up this way: "My associates or fellow employees are committed to doing quality work." This means that managers should make sure that their teams aren't infiltrated by slackers, who can hurt performance and undermine the morale of those determined to do their jobs to excellence. http://businessjournal.gallup.com/content/103540/Ninth-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/103540/Ninth-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 10 Jan 2008 06:00:00 GMT The need to feel a connection to a larger cause is very important to most employees. In fact, believing that "the mission or purpose of my company makes me feel my job is important" is a primary motivator, according to the authors of 12: The Elements of Great Managing. http://businessjournal.gallup.com/content/103084/Eighth-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/103084/Eighth-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 13 Dec 2007 06:00:00 GMT It matters a lot to employees if their opinions count. That's because people work much harder at something that is at least partly their own idea, according to the authors of 12: The Elements of Great Managing. http://businessjournal.gallup.com/content/102490/Seventh-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/102490/Seventh-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 08 Nov 2007 06:00:00 GMT Your company must do more than make promises to consumers. You need brand ambassadors who deliver on them, says William J. McEwen, author of Married to the Brand. http://businessjournal.gallup.com/content/102541/Who-Your-Promise-Keepers.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/102541/Who-Your-Promise-Keepers.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 08 Nov 2007 06:00:00 GMT When deciding where to put their money, do investors take into account the engagement level of a company's employees? If not, it's time they did. Gallup research has found that higher workplace engagement predicts higher earnings per share among publicly traded businesses. Read our report of these groundbreaking findings. http://businessjournal.gallup.com/content/27799/Investors-Take-Note-Engagement-Boosts-Earnings.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/27799/Investors-Take-Note-Engagement-Boosts-Earnings.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 14 Jun 2007 05:00:00 GMT The ramifications of matching employees to what they naturally do best are profound. So much so that this aspect of work life emerged as one the elements that best predict the performance of an employee or team. The authors of the New York Times bestseller 12: The Elements of Great Managing explain. http://businessjournal.gallup.com/content/27805/Third-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication http://businessjournal.gallup.com/content/27805/Third-Element-Great-Managing.aspx?utm_source=tagrss&utm_medium=rss&utm_campaign=syndication Thu, 14 Jun 2007 05:00:00 GMT