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\u201cThe Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams\u201d will be released Sept. 30. (Provided by Mark Crowley)<\/p>\nMark Crowley has heard companies talk about employee engagement for the past 15 to 20 years, but in his estimation, those efforts come off as highly insincere.<\/p>\n
Crowley, a La Jolla resident and UC San Diego graduate, is a former national sales manager for investments. Throughout his career and his ventures as an author and a podcast host, he has been a strong proponent of what he calls human-centered leadership.<\/p>\n
His most recent book, \u201cThe Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams,\u201d further explores that concept and delivers his latest industry insights. It is scheduled for release Tuesday, Sept. 30.<\/p>\n
As the title suggests, the book advocates a work environment in which employees feel valued and, as a result, feel more dedicated to their work.<\/p>\n
\u201cWhat this book is is a primer,\u201d Crowley told the La Jolla Light. \u201cIf I can convince you as a manager \u2026 that if you focus on your employees\u2019 well-being, it\u2019s going to bring you all the things you\u2019re trying to achieve. \u2026 The next question is, \u2018OK, how do I do it?\u2019\u201d<\/p>\n
\u201cThe Power of Employee Well-Being: Move Beyond Engagement to Build Flourishing Teams\u201d will be released Sept. 30. (Provided by Mark Crowley)<\/p>\n
Crowley\u2019s previous release, the second edition of \u201cLead from the Heart,\u201d argues that traditional management concepts are fundamentally flawed.<\/p>\n
\u201cWe\u2019ve always thought the heart was just a pump and that the mind [has] all our cognitive ability,\u201d Crowley told the Light in 2022<\/a>. But \u201cthe truth of the matter is 90-95% of the decisions we make every single day are being made by our emotions.\u201d<\/p>\n \u201cMy original book, \u2018Lead from the Heart,\u2019 was basically saying that human beings aren\u2019t rational \u2026 and if that\u2019s the case, we should be much more concerned about how we support feelings and emotions.\u201d<\/p>\n Crowley\u2019s latest book homes in on two takeaways. One, measuring employee feedback once or twice a year does not foster timeliness and accountability. And two, positive feelings drive employees\u2019 commitment and loyalty.<\/p>\n \u201cWhat research has shown is that simply asking people on a regular basis how they\u2019re doing and how they\u2019re feeling about things allows managers to recalibrate in the moment,\u201d Crowley said.<\/p>\n The first half of \u201cThe Power of Employee Well-Being\u201d focuses on issues of concern, while the second half guides managers on how they can remedy them.<\/p>\n Part of the problem, Crowley said, lies in the tendency for managers to get stuck on driving revenue and boosting the company\u2019s stock price without consideration for the people helping to make that happen.<\/p>\n \u201cIf engagement can\u2019t be proven to be driving that and they\u2019re getting their numbers without it \u2026 there\u2019s sort of this lukewarm commitment to it,\u201d he said.<\/p>\n Crowley calls for a \u201cwin-win\u201d environment where employees feel valued. When employers treat employees with dignity, he says, they often reciprocate with greater effort.<\/p>\n \u201cI don\u2019t remember any of the numbers we hit or the goals we hit,\u201d Crowley said. \u201cI remember the people whose lives I influenced. Yes, we hit those goals and we did all that and it was important. But as your legacy as a leader, is that all you want to be remembered for?\u201d<\/p>\n Crowley said \u201cThe Power of Employee Well-Being\u201d flowed out of his mind rather quickly. After writing it in 3\u00bd months, he pitched it to a publisher with vast experience in the business world.<\/p>\n Throughout the process, he focused on making the story as concise as possible.<\/p>\n \u201cI was on a podcast and somebody told me he went to the pool with his kids and read the book sitting at a \u2026 lounge in an hour and a half,\u201d Crowley said. \u201cAnd that was my goal. People aren\u2019t reading anymore, and managers don\u2019t have a lot of time.<\/p>\n \u201cThe idea was if people are really busy but I can give them a ton of information that they can apply and read it in a couple of hours, then I\u2019ve done my job. That\u2019s what the book is.\u201d<\/p>\n \u201cThe Power of Employee Well-Being\u201d is available for advance order on Amazon<\/a>. Find out more at markccrowley.com<\/a>. \u2666<\/p>\n","protected":false},"excerpt":{"rendered":"Mark Crowley has heard companies talk about employee engagement for the past 15 to 20 years, but in…\n","protected":false},"author":3,"featured_media":194676,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5134],"tags":[5229,1582,276,3548,7354,108481,7355,27684,3549,3550,7264,67,586,132,5230,68,2969],"class_list":{"0":"post-194675","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-san-diego","8":"tag-america","9":"tag-ca","10":"tag-california","11":"tag-la-jolla","12":"tag-la-jolla-light","13":"tag-la-jolla-light-business","14":"tag-la-jolla-light-things-to-do","15":"tag-la-jolla-shores","16":"tag-san-diego","17":"tag-san-diego-county","18":"tag-sandiego","19":"tag-united-states","20":"tag-united-states-of-america","21":"tag-unitedstates","22":"tag-unitedstatesofamerica","23":"tag-us","24":"tag-usa"},"share_on_mastodon":{"url":"https:\/\/pubeurope.com\/@us\/115135914193884508","error":""},"_links":{"self":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts\/194675","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/comments?post=194675"}],"version-history":[{"count":0,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/posts\/194675\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/media\/194676"}],"wp:attachment":[{"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/media?parent=194675"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/categories?post=194675"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.europesays.com\/us\/wp-json\/wp\/v2\/tags?post=194675"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}