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If you’re trying to understand the motivations that govern your workforce, do yourself a favor. Ignore whatever convenient (and useless) generational labels you’ve been given, and instead pay attention to what stage of life your people are currently in.

What feeling do people get when they think about your company? Does your brand and culture exude a strong character, built on the individual character of employees dedicated to bettering the world around them?

In a society that is continually becoming more and more diverse, creating opportunities for face-to-face, open-minded conversation in small settings is essential to working toward a larger culture that feels more familiarity than fear.

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.

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.