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On Fire at Work ❂ [EPUB] ✺ On Fire at Work By Eric Chester ➛ – Buyprobolan50.co.uk On Fire at Work flies in the face of other books on workplace culture by showing that employee engagement isn’t the ultimate goal—it is merely the starting point Renowned leadership expert Eric Ch On Fire at Work flies in the face of other books on workplace culture by showing that employee engagement isn’t the ultimate goal—it is merely the starting point Renowned leadership expert Eric Chester has gone straight to the source—top tier leaders of the world’s best places to work to uncover their best practice strategies for getting employees to work harder perform better and stay longer On Fire at Work features examples and original stories from exclusive personal interviews with over foundersCEOspresidents of companies like Marriott Siemens BBT Bank Wegmans On Fire PDF or Eleven Hormel Canadian WestJet Ben Jerry’s and The Container Store along with smaller companies like Firehouse Subs the Nerdery and Build A Bear The guiding principle is that any organization in any industry—from Fortune firms to mom and pop shops—can learn how to bring out the very best in their employees The book’s content rich research and conversational case study based narrative make it a timely actionable go to reference on employee performance and productivity for C level execs corporate and government managers HR professionals and small business owners On Fire at Work is a practical field guide that any organization can implement to build not an engaged workforce but a workforce that is on fire.

  • Hardcover
  • 256 pages
  • On Fire at Work
  • Eric Chester
  • 28 June 2014
  • 9780768408164

About the Author: Eric Chester

No one has a better understanding of the emerging workforce than Eric Chester He is the premier expert on school to work transition and developing the core work ethic of teens and young adults As an in the trenches professional Eric has personally addressed than two million high school and college students authored nine books for teens and has kept dialed in to the mindset of this burgeo.



5 thoughts on “On Fire at Work

  1. K.D. Absolutely K.D. Absolutely says:

    Highly Disengaged Disengaged Engaged Highly Engaged Do you stop there? Most companies do But this book does not It says that employees can be on fire Imagine employees going beyond high engagement at work And this book has many ideas on how to do it And those ideas are from great American and global companies like Marriott Siemens Industrial BBT Bank Wegmans 7 Eleven Canadian WestJey Ben Jerry's I remember eating in their resto in Columbus and The Container Store If you are working in a small or mid sized companies there are also those in the book but I don't know any of themAs a form of summary these are what employees want from employers Except for the first one most of these can be driven by the managers in the organizationcompensation money perks benefits and work life balance Note to me salary increase can be a motivator but only to some extent An employee's paycheck and his or her level of engagement are not joined at the hip says Chester p 38alignment meaningful work at company with values that mirror their own A company's core values mean nothing unless they are embodied and displayed by the people who work at the company p 69 This part talks about interviewing hiring training discipling promoting and modeling behaviors based on values and some other things One of the companies The Dwyer Group also recites the core values at the start of any meetings with at least 3 employees in attendance then they give examples of someone in the company who they recently saw living one of the values Lastly this part talks about customers are important but employees should be first Happy employees result to happy customersatmosphere a workplace that provides a safe upbeat enjoyable experience We don't talk about worklife balance At EKSH we talk about worklife success says Bob Hottman Managing Partner EKSH The argument goes that you may have a balance between work and life but if one or both stink that it does not do you any goodgrowth opportunities to learn new skills and advance in their careers If you're looking to build a workforce that's on fire then part of your job is to give them a reason to be on fire and As the research shows most of those who are secretly looking to leave would actually prefer to stay as long as you give them a compelling reason to do just that p 129 This part I was able to relate the most because of the ongoing project that I have in the companyacknowledgement feeling appreciated rewarded and sometimes even celebrated Employees first customers second and Acknowledgement isn't a program It can't be automated nor can it be impersonal It reuires caring personalization and a human touchautonomy encouragement to think and act independently and make decisions On fire employees the kind you're looking to hire and keep are looking for some latitude to make decisions in the workplace p 171communication being informed about relevant company issues and knowing the company in actively listening to their ideas and wants honest feedback When management chooses not to disclose the extent of the difficulties they're facing trust begins to erode and the workplace culture is fractured and No matter what the situation employees feel a stronger connection to their leaders and their company when they feel they are kept accurately informed and continually updated with any and all developments p 199There is also a part in the book that talks about working from home In the US it seems that employees prefer going to the office because they feel indebted to the company so they end up working harder just to prove that they are on call anytime Also At The Nerdery no one cares if you spend some time on Facebook There's no manager standing over you ready to write you up p 227 the argument being monitoring employees' use of the computer like the sites they are visiting has become a passe There are many other technologies that employees can use nowOverall an enjoyable read as there are definitely many ideas here that I can use at work To think that I only bought this from BookSale at P14500

  2. Soundview Executive Book Summaries Soundview Executive Book Summaries says:

    On Fire at Work How Great Companies Ignite Passion in Their People Without Burning Them Out by Eric Chester was chosen by Soundview Executive Book Summaries as one of the Top Business Books of 2016THE SOUNDVIEW OVERVIEWWhat key uestion do managers and supervisors at Marriott Hotels ask their employees each day enabling them to maintain a turnover rate that is one third of the industry standard? Why are there than 500 'co presidents' at a software firm that has twice been recognized as the best place to work in Minneapolis? Why does a burgeoning healthcare consultancy firm in Philadelphia ban its people from sending business related emails after 6 pm and on weekends?The answer to these intriguing uestions—along with many others—can be found in Eric Chester's On Fire at Work Chester reveals the seven cultural pillars that today's leading employers focus on to attract and retain top talent compensation alignment atmosphere growth acknowledgment communication and autonomy On Fire at Work is a practical field guide that leaders in any organization can implement to build than an engaged workforce but rather a workforce that's on fireSoundview's in depth 8 page Executive Summary of On Fire at Work is available here

  3. Luke Gruber Luke Gruber says:

    This book focuses on 7 pillars that shape employee culture compensation alignment atmosphere growth acknowledgement autonomy communication I agree with all and found the elaboration to be insightful and compelling The book seems to be an accurate representation of ‘millennial’ work culture not self proclaimed I align with it perhaps due to my millennial age but faintly fear and wonder if this workplace mindset will have longevity It was good

  4. Natalia Natalia says:

    It reads almost like a well fleshed out outline than a narrative book but it is packed full of good perspectives on servant leadership and how to help people feel like you are really all in it together

  5. C C says:

    “Today great companies recognize that the employee is number one When an organization’s people are prioritized appreciated and looked after with the same great care and concern formerly reserved for the organization’s best customers then and only then will the organization’s employees take truly great care of their customers In other words great cultures take care of their people and those people provide the kind of performance attention to detail and customer service that grows the organization” – p 34Good book for bosses to read and try to implementEmployEE vs employERThe ER List What ownersmanagers want from their employees1 Positive attitude—be happy cheerful upbeat optimistic people with a “can do” spirit2 Reliability—be dependable punctual “no excuse” performers3 Professionalism—dress groom and conduct themselves to best represent the company4 Initiative—always try to learn improve and do whatever is necessary to add value5 Respect—follow company policies and show respect for authority and the chain of command6 Integrity—be honest ethical truthful and forthright in all situations7 Gratitude—go above and beyond expectations to deliver outstanding service to all The EE List What THEY want from YOU the pillars of workplace culture1 Compensation money perks benefits and worklife balance 4 models that don’t work One size fits all vs paying employee based on the value they bring exchange money for time race to the bottom of the wage scale dangerous nebulous carrots vs transparency2 Alignment—meaningful work at a company with values that mirror their own Enron promoted values but were empty words3 Atmosphere—a workplace that provides a safe upbeat enjoyable experienceSeven rings of Saturn starting with the first outer ringa The Safety Ring Is my employer doing everything possible to keep me safe?b The Acceptance Ring Can I be my authentic self while I’m at work?c The Tool Ring Do I have everything I need to excel in this job?d The Boss Ring Do I like respect and trust my boss?e The Coworker Ring Do I genuinely like the people I work with day in and day out?f The Sensory Ring Does this environment energize me or make me want to find an escape hatch?g The Fun Ring Are we having any fun around here?Regret and Boredom The Archenemy of On Fire Atmosphere6 key ways bored employees might harm their organizationa Abuse of othersb “Production deviance” purposefully failing at tasksc Sabotaged Withdrawal calling in sick showing up late taking numerous long breakse Theftf HorseplayUse positive diversion to fight boredom and reengage the disengaged throughout the year the month the week and even the day to make work something employees truly enjoy4 Growth—opportunities to learn new skills and advance in their careers Challenged Promoted5 Acknowledgement—feeling appreciated valued rewarded and sometimes even celebrated6 Autonomy—encouragement to think and act independently and make decisions; Employees are trusted empowered10 ways to cultivate a culture of autonomyintrapreneur like they own the company for On Fire Performancea Share your vision help employees feel part of something bigger than themselvesb Involve employees in goal setting and planning activitiesc Explain the why of what to dod Let them choose the howe Delegate authority not just workf Trust them before you have tog Encourage them to solve their own problemsh Hold them accountablei Provide constructive feedbackj Acknowledge them on the spot for stepping up7 Communication—being informed about relevant company issues and knowing that the company is actively listening to their ideas and wants honest feedbackCommunication The Inextricable Link between Transparency and Trust10 Tips for maximizing Communication with Your Employeesa Speak up Openly share concerns with your people as they arise Don’t let little issues grow up to become big onesb Get to the point Assign tasks clearly and directly then clarify responsibility and expectationsc Give employees your full attention Meet employees face to face Have everyone put down their electronic devicesd As open ended uestionse Give the straight scoop Tell employees how it is not as you wish it was Don’t soft petal No tiptoeing around as if employees are children who can’t handle the truthf Explain whyg Ask employees what they thinkh Keep your door wide openi Manage individuals not groups Talking to everyone at the same time often results in actually connecting with no onej Course correct Always be evaluating your communication methods modes and techniues and working hard to improve wherever you canBTW workers also like to be8 Mentored 9 Involved10 On a mission

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