"Kristi has an incredible passion for building great leaders, and her dynamism and enthusiasm are infectious. We brought her in to add depth and perspective, and we left impressed by how completely she engaged the participants. She provided concrete steps that people could use in their lives and careers right away, and that helped keep the energy and drive high, even after the workshops ended. I was so impressed with Kristi's skill as a facilitator that I have asked her to return next year."

Mona Sabet, Co-founder, Leading Women in Technology

KLR Business Growth Report E-Newsletter

Published every three to four weeks, the KLR Business Growth Report E-Newsletter is filled with valuable industry updates, tips and subscriber ONLY opportunities. View a sample.

Stay ahead of the crowd by becoming a subscriber, today.

Subscribe to the Business Growth Report E-Newsletter

Required Information:
first name: last:
email:

Update your Subscriber Information

Required Information:
subscriber email:
Update one or more of the following:
first name: last:
email:

Unsubscribe from the E-Newsletter

Required Information:
email:

close sample

Please Note: All links have been disabled from this sample.

KLR Consulting

April 3, 2013
Inspiring Success in Your Leaders and Teams
Twitter Feed Linkedin

Happy Companies = Increased Profits
Let Us Help You Grow KLR& Client& Testimonial

IN THIS ISSUE

Services Quick Links

Leadership & Executive Coaching

Strategic Planning

Employee Engagement

More Services

Mini Survey
Leadership& Radio

We are considering development of a podcast series in which we would interview leaders and leadership professionals about what they do and how they do it, including tips, tricks and gotchas.

This would be "audio," not video, professionally recorded and delivered in multiple formats.

"Survey" Questions:

  1. Would you find this interesting?
  2. If so, who would you like to hear interviewed?
    2a) Would you be interesting in being interviewed yourself?

We'd love to know what you think!

Email us your thoughts, or reply to this e-mail.

Greetings Sam,


Is it really our responsibility as leaders to make our employees happy? Read my take.

Also, challenge yourself with our Employee Engagement Tune-Up Checklist, and give us your opinion in our Mini Survey.

Happy Companies, Increased Profits

Read the full post here

You are not responsible for whether or not your employees are happy people

BUT - If I say that you, as leaders, are responsible for:

  • engaging your employees
  • supporting their performance
  • valuing and enhancing their well-being
  • and stimulating their drive

You would probably agree that some or all of these factors are important to employee management. Well, these same elements are primary components of a "happy" workplace.

According to Gallup research:

In world-class organizations approximately 64% of employees are actively engaged, versus 34% at other companies. Can you imagine the results if an additional one-third of your employees demonstrated the highest levels of commitment to the organization, and to their work?
How& To& Develop& A& Happy& Workplace

How (and Why) To Develop A Happy Workplace

Once we change our perspective a bit, it becomes clear that a happy workplace is essential to higher productivity and higher profit, and that leaders can actually benefit the bottom line by actively working to create and support a happy work environment.

However, for you skeptics out there, there's more:

Research from Aon Hewitt shows organizations with levels of engagement at 65% or greater continue to outperform the total stock market index and posted total shareholder returns 22% higher than average in 2010.

On the other hand, companies with low engagement (45% or less) had a total shareholder return that was 28% lower than the average.

7 Steps To A Happy Workplace

#1 - Meaningful Work

It's obvious that a place like NASA is doing meaningful work, work that potentially impacts life on earth, but can you find meaning in what you do outside of rocket science?

I say yes, absolutely.

Read the rest of the 7 Steps To A Happy Workplace

Employee Engagement Tune-up

Tune-Up& Checklist

Do your employee engagement practices need a tune-up? Take an honest look at your organization, company or team. The following are signs of employee disengagement:

Turnover is high.

Employee particpation is low, & people seem to avoid contributing.

Absenteeism is high.

Complaints & finger-pointing are high.

"Apathetic" is a good way to describe much of your staff.

If you answered "yes" to any of these, you may want to take advantage of a FREE half-hour consultation.

Call Kristi at (650) 578-9626 or  Contact Us to learn what you may be missing.

Subscriber Services

Use the links below to update your subscriber information or to unsubscribe from further mailings.

Update Subscriber Information | Unsubscribe

KLR Consulting • (650) 578-9626

copyright © 1997-2013 KLR Consulting. All Rights Reserved.