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Most people aren’t naturally inclined to enjoy crushing their employees’ hopes and dreams, so when you have an employee not ready for a promotion, communicating that to them is typically not a shining moment for anyone. However, these conversations can be turned into opportunities if you know how to approach them.

Delight the customer, astound the customer, serve the customer, the customer comes first — we’ve all heard it. We’ve probably even said it, after receiving poor customer service. Chances are, we’ve also probably been on the other end, the one serving a customer that is just impossible to please, and wished for a second (okay, longer than a second) that we could remind them that we’re a person, too.

Employee engagement can be difficult to quantify. How do you measure someone’s feelings about what it’s like working for your organization?

It isn’t difficult to identify the employees who hate their jobs. In fact, you may already have someone in mind some whose unhappiness is palpable, and maybe even disruptive to your organization. Failing to identify these team members and re-engage them can not only hurt your team, but your bottom line.

Organizations who have refocused themselves on employee engagement have refocused themselves on meeting their employees where they are, as individuals with different and unique needs.

Alright, you’ve purchased an employee training program… now what? The contracts are signed, the technology has been implemented, and now YOU are charged with making sure people know about it and use it. Here are 5 key steps to help you accomplish this.

Using knowledge about each and all of your employees to inform your engagement program will guarantee that your initiatives are successful, and accomplish what matters: expressing the value of your relationship with your employees, and vice versa.

Where we work and what we do for a living is such a large part of our lives – we owe it to ourselves to enjoy it. That’s why Enjoy the Journey is one of our seven core values.

As a leader looking at the performance of your “unmotivated employees,” your job is to pay attention, have conversations, and tap into what really motivates them. If you’re truly interested in building a team that’s highly motivated to be top performing, having those tough conversations is the fastest way to build the trust it takes to get there.

Employee engagement can be hard to define, and even harder to measure. Learn 7 tips to help you increase engagement and productivity at your organization.