Any time a group of research subjects are asked what they want or need from their manager/boss at work, some version of “caring and respect” usually comes out on top.

One of the only contexts in which we as adults consciously enter into relationships characterized by actual “authority” (where one person is “superior” to the other in rank and decision-making control) is at work.

When someone is in relationship with someone else who has power over them AND that person believes that the more powerful person doesn’t really care about them…well, that’s (literally) scary.

Morale isn’t the only thing that matters in the workplace, but here’s the bottom line: If employees aren’t “volunteering” their hearts and minds – if they’re just showing up to get a paycheck – you’ll never get the things you really want.

Tact does not always make its way into corporate e-mail, and what may seem like an innocent announcement from your perspective could be a morale-crushing message to the people on the other end.

Most effective in motivating employees aren't rewards or compensations made by the company at-large, but rather encouragement and recognition initiated by managers or supervisors.  

We often find that agencies that have experienced positive culture change attribute a large part of their success to the fact that every employee is regularly meeting with his/her direct supervisor.

Being aware of your company or organization's culture is the first step to bringing about effective and long-lasting change, and building a healthier and happier work family.

Does an “Open Door Policy" mean that your boss’s door is literally always open and that you're always welcome to interrupt whatever she's doing at any time?