Work events are really hit or miss. Let’s be honest: How many times have you found yourself anxiously fidgeting with a paper napkin in the corner of a stuffy networking happy hour?
That’s why I was not only relieved, but also surprised and delighted, when I attended a holiday party that featured a live, interactive version of an arcade game.
There’s a big difference between having a strong work ethic and being a workaholic.
When you have a strong work ethic, it means you have a strong sense of responsibility, you put in your best effort, and you care about the quality of your work — but you also cut yourself a break every once in a while to recharge.
There’s a big difference between having a strong work ethic and being a workaholic.
When you have a strong work ethic, it means you have a strong sense of responsibility, you put in your best effort, and you care about the quality of your work — but you also cut yourself a break every once in a while to recharge.
There’s a big difference between having a strong work ethic and being a workaholic.
When you have a strong work ethic, it means you have a strong sense of responsibility, you put in your best effort, and you care about the quality of your work — but you also cut yourself a break every once in a while to recharge.
There’s a big difference between having a strong work ethic and being a workaholic.
When you have a strong work ethic, it means you have a strong sense of responsibility, you put in your best effort, and you care about the quality of your work — but you also cut yourself a break every once in a while to recharge.
Most people think that the key to employee motivation is giving performance-based raises. People will work harder for an uptick in their monthly paycheck.
But this common motivation tactic doesn’t actually do much, according to a Harvard Business Review article that detailed the findings of an analysis of 120 years of previous research. They found little correlation between pay and job satisfaction.
Most people think that the key to employee motivation is giving performance-based raises. People will work harder for an uptick in their monthly paycheck.
But this common motivation tactic doesn’t actually do much, according to a Harvard Business Review article that detailed the findings of an analysis of 120 years of previous research. They found little correlation between pay and job satisfaction.
Most people think that the key to employee motivation is giving performance-based raises. People will work harder for an uptick in their monthly paycheck.
But this common motivation tactic doesn’t actually do much, according to a Harvard Business Review article that detailed the findings of an analysis of 120 years of previous research. They found little correlation between pay and job satisfaction.
Most people think that the key to employee motivation is giving performance-based raises. People will work harder for an uptick in their monthly paycheck.
But this common motivation tactic doesn’t actually do much, according to a Harvard Business Review article that detailed the findings of an analysis of 120 years of previous research. They found little correlation between pay and job satisfaction.
Most people have a love-hate relationship with their email inbox. On the one hand, email can be exciting — whether you’re making progress with a client, replacing a meeting with a (much more efficient) email thread, or receiving an invitation to a fun social gathering.
On the other hand, though, email can be overwhelming — especially if you lose control.
