Step Away From The Tech: How Electronics Drive Us To Distraction (Part 2)

It looks impressive. A table full of engineers, all with their laptops open, ready to meet and take notes. It looks impressive, but it’s actually very inefficient.

From Silicon Valley to academia, experts are realizing that allowing people to bring a laptop into a space set aside for some other purpose yields less than desirable results.

Creating an Intentional Culture in the Workplace

Business owners often rely on their products, procedures and policies to drive sales. However, although all of these components are important to the success of a business, it is the interactions with employees that make or break customer satisfaction. When employees aren’t willing to go to bat for the business, the bottom line suffers. Unfortunately, many employees in today’s workforce are not reaching their full potential. In fact, a 2013 Gallup study reports that as many as 70 percent of U.S. workers are not as engaged as they could be.

So how do we engage workers? The answer is simple: create an intentional workplace culture that makes employees want to do their best work for the company. To build a powerful culture that boosts your employees’ effectiveness, follow these tips:

The Generation Gap at Your Workplace

Your workplace, along with so many others, is experiencing a fundamental change to demographics. Most workplaces now span across generations. With so many different age-groups in your workplace, getting them all to work as a team can feel like herding cats – an exercise in futility. Fortunately, there are ways you can get Boomers, Gen Xers, Gen Yers (Millenials) to work together as a team. The key is knowing what motivates them.

What do the different generations want?

Each generation wants something distinctive. Satisfying everyone can be hard, but it’s worth doing if you want a productive workplace. Even getting part of what they want can motivate them to do more. Baby Boomers and Gen Xers want to feel like they matter. If they understand the organization’s vision, how they fit in, and why their roles are important, their levels of engagement increase. Millenials are more interested in growth and development, they are the truly mobile generation. They see the opportunity to become something great, and they want to work with companies that embrace that drive. Without growth opportunities, Millenials could become disengaged from a company and disenchanted with what it offers, causing them to move on if the opportunity arises.