Hotlist: Why Employees Need Both Recognition and Appreciation

Our most popular ideas and advice of the week.

Read online

November 18, 2019 Why Employees Need Both Recognition and Appreciation By Mike Robbins One is about what people do; the other is about who they are.

Managing people Do You Give Employees a Reason to Feel Proud of What They Do? By Bill Taylor There's a connection between pride and performance. Hiring Why Hiring Is a Lot Like Picking Stocks By Whitney Johnson Think about how to build a portfolio of high-value employees. Time management Getting Your Team to Do More Than Meet Deadlines By Charlotte Blank, Laura M. Giurge, Laurel Newman, Ashley Whillans Here's a system to help them set aside time for their most important work. Innovation What Kind of Chief Innovation Officer Does Your Company Need? By Darko Lovric, Greig Schneider Understanding one of the latest additions to the C-suite. Knowledge management Why Withholding Information at Work Won't Give You an Advantage By Zhou (Joe) Jiang Research reveals that it may even backfire. Race The Costs of Code-Switching By Courtney L. McCluney, Kathrina Robotham, Serenity Lee, Richard Smith, Myles Durkee The behavior is necessary for advancement — but it takes a great psychological toll. Leadership Why "Connector" Managers Build Better Talent Sari Wilde, a managing vice president at Gartner, studied 5,000 managers and identified four different types of leaders. The surprising result is that the "always on" manager is less effective at developing employees, even though many companies encourage supervisors to give constant feedback. Instead, the "connector" manager is the most effective, because they facilitate productive interactions across the organization. Wilde explains what the best connector managers do, how to be one, and how to work for one. With Jaime Roca, Wilde wrote the book "The Connector Manager: Why Some Leaders Build Exceptional Talent — and Others Don't." Sales How to Design Product Pages that Increase Online Sales By Colleen M. Harmeling, Alexander Bleier, Robert W. Palmatier Research shows a single design element can increase purchase intention up to 10%.

BEST SELLERS HBR's 10 Must Reads: The Essentials | HBR's 10 Must Reads Boxed Set | HBR Guide to Persuasive Presentations | HBR Guide to Better Business Writing | HBR Guide to Getting the Right Work Done

FEATURED PRODUCT HBR’s 10 Must Reads on Building a Great Culture Harvard Business Review, Adam M. Grant, Boris Groysberg, Jon R. Katzenbach, Erin Meyer Organizational culture often feels like something that has a life of its own. But leaders are the stewards of a company’s culture and have the power to shape and even change it. HBR’s 10 Must Reads on Building a Great Culture will inspire you to: See what your company culture is currently like—and what it could be Explore your company’s emotional culture Improve collaboration Articulate the new culture’s mission, values, and expectations Deal with resistance and roadblocks $24.95 Buy Now

FEATURED PRODUCT HBR’s 10 Must Reads on Managing in a Downturn Harvard Business Review, Chris Zook, James Allen, Ronald A. Heifetz, Marty Linsky How do the most resilient companies survive — and even thrive — during a slowdown? If you read nothing else on preparing for a tough economy and coming back stronger, read these 10 articles. This book will inspire you to get your company ready before a downturn strikes; learn the right lessons from previous recessions; minimize pain while cutting costs and managing risk; foster a healthy organizational culture during anxious times; make smart moves to protect your own job; and seize the opportunity to innovate and reinvent your business. $34.95 Buy Now

ADVERTISEMENT

HBR.ORG | TOPICS | THE MAGAZINE | BOOKS | CASES | STORE | SUBSCRIBE TO HBR UNSUBSCRIBE | NEWSLETTERS PRIVACY POLICY | CONTACT Copyright © 2019 Harvard Business School Publishing, an affiliate of Harvard Business School. All rights reserved. Harvard Business Publishing 20 Guest Street, Suite 700 Brighton, MA 02135 CUSTOMER SERVICE: 800-988-0886 (US/Canada) 1-617-783-7500 (outside the U.S. and Canada)