EXJournal

Employee NPS (eNPS) is based on Net Promoter Score® (NPS™) by Bain & Company, Satmetrix Systems, Inc., and Fred Reichheld. It's commonly used as a quick indicator of employee engagement because engaged (and loyal) employees are more likely to recommend their workplace.

Leadership style can make or break the success of an organisation, team, or project. While different leadership styles suit different situations, effective styles share one common trait - emotional intelligence (EQ). Daniel Goleman (an EQ expert) proposed that there are 6 effective leadership styles, each stemming from 4 key EQ competencies: self-awareness, self-management, social awareness, and social skills.

It’s 6:30 on a Sunday morning and I’ve just tiptoed downstairs, made a coffee and sat down to write. I am Donna Jones and I flex all of the time.

“EX is employee surveys!” “EX is employee engagement!” “EX is my org’s new ping-pong table!”

Leaders need to get results: whether revenue growth, return on sales, efficiency, profitability, employee satisfaction, or employee engagement. Quite the task! So how on earth do leaders do it?

In my inbox last week. “I always read your HR posts with interest. They are sometimes very entertaining. I do however struggle to relate them to my job, as all my working years, its been a cat and mouse game of avoiding being shouted at or sacked. I've never known an employer that gives the slightest rats arse about what employees might think.”

Recently a colleague was relaying a conversation she’d had with another woman regarding how they both prefer working for male CEOs. She and her friend had both experienced working for male and female bosses. “We were just saying that female CEOs are always having to prove themselves… the trouble with alpha females …… they have something to prove …and they show their insecurity” she bemoaned.

This is the second part in our employee mental wellbeing series. If you haven't read it yet, check out part one: Encouraging employees to flourish. Here's a quick recap.

Create a global employee experience where everyone is equal, no matter which office they're in.

Sixty years ago Douglas McGregor from the MIT Sloan School of Management presented two theories of workforce motivation he named “Theory X” and “Theory Y.” Over the intervening decades these theories have been used by leadership teams, HR professionals and OD folks as they craft and create HR policies, performance management programs, rewards and recognition, and work space design.