The Atlas

Surviving a new boss

Getting a new boss is one of the most common major adjustments that people experience. And because the relationship you have with your immediate supervisor is the largest influence on how you feel about your job, trying to make that relationship productive and positive is a worthwhile investment. So, where do you start?

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I know what is expected of me at work

Do you know what is expected of you at work? It is no accident that this is the very first of Gallup's list of 12 Elements of Employee Engagement. This is often the single biggest stumbling block. But without this being clearly understood, nothing else that follows stands a chance.

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Why Employee Engagement Matters

For a lot of people, the idea of employee engagement is a fuzzy concept that only millennials care about. Bullshit. The things that millenials (and Gen X) want in work is the same as what Boomers want -- the difference is that Boomers were often raised in a time and place where they were TAUGHT that they had no right to expect it. Gallup's research on why Employee Engagement really MATTERS to the bottom line of businesses is a useful place to start when it comes to skeptics. And when you are struggling with employees who are NOT engaged, the Gallup's 12 Elements provide some useful places to start righting the ship.

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Needs at work: the starting point

In last week's email, I talked about Gallup's 12 Elements of Employee Engagement when it comes to answer the question, "What do you need at work?" A few weeks earlier, I did a video on using Maslow's Hierarchy. Today, I'm going to start working my way through those questions and needs, in order. The most basic start, of course, is the very bottom of Maslow: physiological need.

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Different strengths, appreciation, and holiday meals

Holidays can be fraught for many people. For me, one of the most valuable approaches is actually something that I have learned also serves me a lot at work: finding the small difference in other people that I most appreciate. Instead of looking for what is wrong, look for what is RIGHT in how they differ. It won't solve everything, but it does certainly help.

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The 12 elements to help you define what you need from work

One of the many areas of insight that has emerged from Gallup's work on culture and organizational dynamics is what they call the 12 Elements of Employee Engagement. In my recurring question, What do you need from work? I find this list of 12 questions extremely useful.

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Managers, parenting, and gender equity

Managers are the lynchpin in organizations, and yet they are routinely under-invested in when it comes to cultivating talent. Even worse, because of natural tendencies of women in work environments to wait to apply for positions, they are also often excluded from a managerial career track very early on. Does this really have to be the case?

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Your strengths as a tool, not just a groovy data point

Every once in a while, in my discussions about a strengths-based focused on everything from organizational to personal development, I realize that I've lost my audience. Plenty of people can see where this information shows up in their lives naturally, but the idea of using it as a planning vehicle is sometimes a bigger stretch. So today I figured I'd back up a bit and try to frame this up a bit more clearly.

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