Bad managers are the absolute worse.

They upend company culture, interrupt operational strategy and can create an untenable atmosphere in the workplace.

The worst of it is, a large percentage of companies fail to notice when management is affecting productivity, blaming high turnover on everything else under the sun.

Accountability. We all want others to show it but may not always understand how to engage in it ourselves. It has been shown to be a prime factor in creating an environment of trust and well being among peers.

The results are in and it’s not good. A recent LinkedIn survey shows that most employees can only envision themselves at their current company for less than 2 years. This means that you will spend resources to hire, train and nurture a potential staff member, only to have them quit just as they are getting the hang of things.

There is an age-old battle between what we think needs to be done and how we think we should do it. 

An efficient person can do things quickly and well, but how effective are they ultimately? 

Do they retain the original goal when they have finished? 

An effective person will ultimately hit their targets, though it may take longer and be more arduous than their predecessor.  

So which way is correct?  And is it possible to have both?  

Micromanaging.  Every office workers death stroke.  I have never met anyone who likes to be micromanaged, going about having his or her every action scrutinized.  It is one of the least effective management techniques. Yet is practiced widely by leaders everywhere.

So what is the polar opposite of micromanaging? It can be encompassed in one word: delegation.  Giving your employees opportunities to learn and grow can drastically alter both productivity and workplace well being.

Here are 4 benefits of delegation that you may not have considered:

What this tells us is that we no longer have to work at the same time or work from the same spot, to work together.

So what does it take to keep everyone connected and create a sense of shared purpose?

Still think you don’t need an employee engagement plan? Think about this: Unengaged employees cost US businesses over $500 billion per year in lost revenue.  Even just one unhappy employee can put a wrench in all of your best efforts to improve office culture.

While it may seem like a lot of effort, an effective employee engagement plan is really just about opening the lines of communication and creating an operational mission that reflects this.

Check out our tips below for a few simple steps that can make a big difference.

We’ve all heard it. Communication is the cornerstone of any successful relationship.  From our family to our neighbors, once we learn to interact effectively, many doors open up.  Nowhere is this more truthful than within the confines of your workplace. Studies reveal that companies who encourage social well-being are 4.5x more likely to retain the best employees.

That’s why VibeCatch has created a primer on the do’s and don’ts of effective office communication.  Take a look, then use this to jumpstart a happy and prosperous workplace.

Whether working from a physical office or a virtual workplace, productivity has been proven to stay the same. So why hire remotely? A Stanford University study has shown that companies can save up to $2000 per employee by hiring remote workers.  But there is another element at play: employee happiness. A recent Gallup poll shows that employees who spend at least some of their time working remotely are more likely to be engaged in their jobs. And it has been consistently proven that employee engagement should be at the top of any company’s list if they want to increase profits.