Modern technology allows us to do some pretty amazing things. One of these things includes playing an engaging game of chess with someone on the opposite side of the planet while sitting at your work desk. Yes, technology can be distracting. But what can employers do about it? How can they make sure that employees focus on the work that they are supposed to be doing?
Playing games or going to work, which is more fun? Okay, that was an easy one, but what if we could make work seem a little like a game? That would probably make work a little more fun, right? This process is called gamification, and researchers are discovering more about how we can use it to motivate employees to feel enthusiastic about going to work.
New research reveals that having a strong sense of ”calling” early on in life may help later in navigating the tension between choosing the career you want versus choosing one for financial stability and job security. When a sense of calling is stronger earlier in life, perceived ability plays a greater role than actual ability when it comes to actually pursuing a challenging career.
The use of social media at work is becoming increasingly common. A recent study done to develop a questionnaire for measuring good and bad social media behaviors revealed that, in addition to harmful social media behaviors being related to decreased performance, the beneficial behaviors seemed to have no significant relationship to performance. In short, no particular increase in performance output was detected.
In the evolving workforce of the 21st century, there is a tendency for star performers to produce a disproportionate amount of output compared to the average performer. Despite this trend there has been very little shift in how we treat and manage star performers, often treating and paying them the same as average performers. The result is higher turnover among stars. How important are star performers and what can we do to better manage and retain them?