disconnected organization

Four Telltale Signs of a Disconnected Organization

Most leaders appreciate the importance of leadership, culture, and engagement within their organizations. While they may not consciously think about the impact on individuals from a human perspective, managers sense these concepts are critical to healthy organizational performance. However, these three areas are often addressed individually, as if one doesn’t interact with the others. This leads to a disconnected organization…. Read More»

new hires

6 Ways Managers Can Engage and Retain New Hires

Starting a job is an exciting and scary moment for new hires. The first 90 days of employment are a critical time when they develop lasting opinions about their workplace that will affect their future performance. When handled well, the onboarding experience sets up an employee for success that will pay strong dividends to the company…. Read More»

respect

Managing Your Boss: Establishing Trust and Respect

Most bosses are really good at identifying your areas of possible improvement, but typically they are really bad at identifying their areas of possible improvement. So how do we help our boss take a good look in the mirror? This is a big topic, too big to be discussed to completion in a single blog post. But the overarching themes throughout should be Trust and Respect…. Read More»

workplace optimism

Five Overlooked Ways to Purposefully Create Workplace Optimism

If you want to achieve greater business results, and help people feel more fulfilled and happy with their work, you need to intentionally create workplace optimism. Not the warm-and-fuzzy, puppies-butterflies-and-rainbows kind of optimism, but the kind with a real impact on your bottom line. The kind that increases productivity and profits–and leads to higher retention […] Read moreRead More»

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    There’s a more human way to do business.

    In the Social Age, it’s how we engage with customers, collaborators and strategic partners that matters; it’s how we create workplace optimism that sets us apart; it’s how we recruit, retain (and repel) employees that becomes our differentiator. This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.

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