RISMedia's Real Estate Magazine

SEP 2018

Real Estate magazine is the industry's leading source for real estate news and information since 1980. Published monthly by RISMedia, Real Estate magazine offers timely and relevant real estate news to the industry's top brokers and agents.

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RISMedia's REAL ESTATE September 2018 87 "If the workplace environment doesn't fit with the conditions where the brain can thrive, companies won't hold on to their best employees for long," says Don Rheem, author of "Thrive By Design: The Neurosci- ence That Drives High-Performance Cultures" and CEO of E3 Solutions. "Money satisfies, but it has very little impact on daily behavior. Far more impactful are things that money can't buy—things a responsive employer should be providing every day." Rheem says neuroscience has mapped the ideal conditions that, when addressed, allow the brain to thrive and operate much closer to its full capacity. These conditions can make employees more produc- tive, healthier and happier in the workplace. He suggests four places where employers and leaders in a company should focus their efforts: 1 ENCOURAGE TRUSTED RELA- TIONSHIPS. Employees thrive in a work culture that promotes trust and caring for each other. "Since most people spend a majority of their waking hours at work, employ- ers that promote a pro-social work- place can reap hardwired metabolic benefits," Rheem says. "This will outpace pay for performance and other monetary rewards in the long run." 2 HELP EMPLOYEES FIND MEAN- ING AND PURPOSE. In the past, the security of a job was enough to make employees show up for work every day. But today, it is not unusual for an employee to change jobs many times during a career. If an employer wants to maintain higher retention levels, they should strive to provide a deeper connection for employees to their work, their coworkers, or to the mission and vision of the organization. 3 CREATE CHALLENGING WORK. High performers—those upon whom great companies are built— thrive in a workplace ecosystem that includes positive challenges. "Lead- ers need to realize the benefit isn't simply from the challenge—it is in the recognition and celebration that comes with successfully crossing the finish line," Rheem says. "The key point is for leaders to set goals that are within reach, and to recog- nize the victory before rushing into the next challenge." 4 GIVE EMPLOYEES AUTHOR- ITY TO INNOVATE AND TAKE RISKS. A hierarchical workplace predicated on fear and distrust stifles innovation and focuses em- ployees on daily job survival rather than on performance excellence. A workplace grounded in trust and employee empowerment, however, sets the stage for individuals to take risks and make mistakes with- out the fear of a punitive response. Innovation and risk-taking may not motivate every employee, but the sense that management respects and has confidence in employees supports a healthier culture where high performers love to stretch and challenge themselves. "Employers who support these work- place conditions will give employees more reasons to feel wanted, trusted and supported," Rheem says. "This, in turn, will positively impact employ- ee engagement, retention and com- pany morale." RE Don Rheem, author of "Thrive By Design: The Neurosci- ence That Drives High-Performance Cultures," is CEO of E3 Solutions, a provider of employee workplace metrics and manager training that allow organizations to build engaged, high-performance cultures. He is a former science advisor to Congress and the Secretary of the U.S. Department of Health and Human Services. 4 Factors to Motivate Your Employees Daily W hile a healthy paycheck contributes to employee satisfaction, money won't keep the best employees if other more important aspects of their employment are not met, according to a national authority on leadership science.

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