While working with organizations over the years, Mark Babbitt and Shawn Murphy of WorkIQ, have repeatedly found there is no connecting element between concepts that are important to organizations like IQ (Intelligence), EQ (emotion), and LQ (leadership).
They returned to the basic research conducted when “employee engagement” was becoming popular and revisited what it is that keeps an employee at an organization (and satisfied with their job).
Based on their research, they designed WQ (Workplace Intelligence), the art of creating a better experience at work that drives tangible business results.
A seven-part model, these seven components are what they recommend organizations assess to figure out what is going well and what needs to improve. They note that every organization is different, but that the model is designed to adapt to those differences.
This #WorkTrends chat introduced the seven components of workplace intelligence and explained how to craft a plan to work toward a happier, more productive organization.
Every organization is dynamic, they noted, explaining that WQ increases when “contagious pockets of excellence” organically grow.
We lost sight of connection when we stopped listening and started relying on human resources tech, they noted. I am confident the seven components of WQ can help organizations get back to prioritizing what matters: their people.
Here are a few key points Mark and Shawn shared:
- Assessing and improving WQ isn’t “one size fits all”
- It isn’t the CEO that influences an employee the most, but the direct supervisor
- Middle managers are absolutely essential to improving workplace intelligence
- Community building is critical to create resilience and a strong organizational brand
Did you miss the show? You can listen to the #WorkTrends podcast on our BlogTalk Radio channel here: http://bit.ly/2y3iAkV
You can also check out the highlights of the conversation from our Storify here:
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