What Did I Did?

http://basicstuf.ru/donskoy-kupit-uskoritel.html banana peel http://www.zhalyuzi.biz/propriety/174.html As employers and managers, we are taught that making people happy in their work is a key to employee engagement. It follows that asking a question of our employees, even if asked only as a mental exercise, opens the door to these answers.

http://telegra.ph/Kupit-Marka-Rudnya-04-16 The question is, “What makes you happy? And the answers — so we are taught — can lead us to increased engagement, productivity and profits. But there’s a problem. When the answers come, they approach like a cloud of gnats: A raise. Maternity leave. Autonomy. A thank-you note. Praise. Setting goals. Meeting a goal. A workplace bonus. A management course. Getting the promotion. The list is endless.

http://telegra.ph/Metodon-v-Vyazniki-04-08 In your gut, you probably know these won’t lead to lasting engagement or true happiness. True happiness is found at a much deeper level. Achieving the ideals of engagement still forces us to ask the question, “What makes you happy?” But if we toss aside the cloud of superficial answers, what’s left?

Торт Экстаз рецепт с фотографиями Here’s the problem: Asking this question starts our search in the wrong place. In order to discover keys to true happiness, we must start our journey from another day in our lives. Not today, but our last days. The answers are best found by imagining ourselves at the end of our lives and looking backward. Only here can we find the answers. And only here can we find the secrets to employee engagement.

Ефремов купить кокс When our daughter Jordan toddled around the kitchen at the age of 3, she once asked a question that’s stuck with me ever since. Upon finishing a banana, she dropped the peel right in the middle of the floor. It wasn’t long before she’d forgotten about the peel, and having slipped ever so gracelessly upon it, landed right on her little “tuchis.” Laura and I laughed hysterically, and so did Jordan. She shrugged her shoulders, threw her hands up in the air and chortled, “What did I did?”

“What did I did?” What fueled her joy at that moment was the perspective of looking back at what had happened. The expression has stuck with me ever since.

Do you want engaged employees? Helping them discover happiness is not the solution. They need to discover purpose. When you connect the employee and his or her purpose with the work that must be done, you’ve found the secret to employee engagement.

Ask, “What did I did?”

To develop engagement, help people start at the end of life and look backward. Only there are people empowered to define how their supremely meaningful purpose can be served through their work. And this is where true engagement happens. “What did I did?” In other words, “What kind of life will have made me happy?” That’s the place to start. Suddenly the list has meaning. It has purpose.

Offer an intersection between the purpose of the individual and the purpose of the organization, and they will follow you through hell and high water. Why? Because you fed them purpose, not pablum.

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