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“If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” – Daniel Goleman (1995), apud. John O. Dozier (2010) The Weeping, The Window, The Way.
In this new millennium, the importance of individual’s psychological well-being for the organizational inner functioning should be one of the main topics addressed by every manager. And this is directly related to creating workplaces that are healthy – where people find meaning in what they are doing and are captivated by their daily activities.
We are living in times where getting things done faster and faster is the main priority. To this list, we can add meetings with colleagues, more than 20 mails a day marked as urgent, interactions with other departments to complete a project and more and more reports to send to our bosses. These are stressful times, and stress can have a big impact on our lives.
What do the concepts mean?
Definitions for employee satisfaction and employee engagement may differ from organization to organization. HR professionals would generally agree that satisfaction refers to how employees feel – their ‘happiness’ – related to their work environment, organizational culture, career development opportunities and overall compensation.
Nowadays, the performance assessment meeting represents a common practice that is, no longer, an uncomfortable event for either the employer, or the employee. Now that each party is familiar with this activity, the next arising matter regards how often should it be conducted? The frequency rate must take into consideration aspects that will enhance employee performance and also favor company and leaders’ resources.
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