#HR #RRHH Making love and making personal #branding #leadership

The world's top companies are starting to manage employee energy like a strategic asset. They know that ever-increasingly pace of change requires more and more human energy.Any entrepreneur will tell you that it take a tonne of energy to grow a business. The key is to manage it; sometimes you have to exert energy, other times you need to conserve it to go the distance, and after a sprint you need to replenish it.

A group of senior executives from companies like Facebook, Alibaba, IBM and Johnson & Johnson got together to come up with strategies to better manage collective human energy in their companies. Here are their top five hacks to maximise human energy:

ow can leaders help employees find meaning at work?

Organizations spend considerable resources on corporate values and mission statements, but even the most inspiring of these — from Volvo’s commitment to safety to Facebook’s desire to connect people — tend to fade into the background during the daily bustle of the work day.

What workers really need, to feel engaged in and satisfied by their jobs, is an inner sense of purpose. As Deloitte found in a 2016 study, people feel loyal to companies that support their own career and life ambitions — in other words, what’s meaningful to them. And, although that research focused on millennials, in the decade I’ve spent coaching seasoned executives, I’ve found that it’s a common attitude across generations. No matter one’s level, industry or career, we all need to find a personal sense of meaning in what we do.

One of the key roles any leader plays is finding ways to motivate your team to reach your organization's goals. But the secret to motivating people is, wait for it .....that you can't do it. I have studied this issue by talking to and working with thousands of people over many years and the one thing everyone can agree on is that you can't motivate someone to do what they don't want to do.

What you need to do instead is find out what people want and then show them how they can get it. Motivation is intrinsic. People get excited about pursuing a goal when it's in their own self-interest. As a leader, the trick is to see if you can find an alignment between what your people want and what will help grow the organization. The upside is that if you can tap into the underlying desires people have, you will get amazing performances in return from them.

The current business environment, and the world in general, is moving faster than it ever has before. Organizations across the globe are faced with more change than most can handle – in order to compete and dominate their segment they are required to grow faster often giving them less time to focus on managing all of their financial goals. They are forced to grow quickly with fewer resource - to do more with less. Managers have to learn to excel in managing themselves, their teams and meeting organizational goals simultaneously.

It is a common understanding of a vast majority of leaders that the employees are a company’s most important asset. But in reality, that is only true when the majority of the workforce is fully engaged in their work. If not, they are either adding minimal value or actively working against the organization.

There are three types of employees in any organization:

Raise your hand--who likes to discipline an employee? I hear crickets chirping in the background. Yet discipline is a cornerstone of highly productive companies. Without it, employee performance is at risk.

But don't see it as a negative. If conducted with a constructive, future focus, it provides consistency, guidance, and valuable feedback both to and from the problem employee.

The best managers employ a face-to-face discussion to deal with low performers, and employees with attitude problems in general. This conversation is best handled on the manager's end when they're well prepared and have a game plan. Here's how they do it: