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Workplace Seating Matters

Cathie Leimbach • December 6, 2022

When employees express concern about their workplace environment, managers often tell them to focus on their own work and ignore what others are doing. A recent study by Kellogg suggests that this advice reduces company performance.

They found that those who work within 25 feet of high performer increase their productivity by 15%. And, those who start working beside a low performer have a drop of 30% in their productivity.

High performers tend to be more positive about their work so their brain sends positive vibes into the space around them. Low performers who tend to be more negative about work send out negative vibes. 

Good and bad vibes are airwaves with different wavelengths. When they enter someone else’s head as they move around a room or space, they increase or decrease the average wavelength of the vibrations in everyone’s heads, increasing or decreasing their positivity and productivity.

This study suggests that those who are working with high performers can produce 45% more results than those working around low performers. What action might you take the next time one of your employees mentions that their workmates are interfering with their performance? 

Why Master Open-Ended Questions

By Cathie Leimbach • April 8, 2025
In today's busy workplace, asking good questions can make you better at your job. Open-ended questions—ones that need more than just "yes" or "no" answers—help you learn more and have better conversations with others. Research shows these questions really work. Gallup found that managers who use open-ended questions have 27% less employee turnover and 18% better productivity. These questions make team members feel safe to share their ideas. Harvard Business Review says that when bosses ask at least four open-ended questions in meetings, teams come up with 42% more creative solutions. By asking instead of telling, leaders get more ideas from everyone. McKinsey discovered that managers who are good at asking open-ended questions find 34% more opportunities for process improvement. These questions help spot problems and challenge old ways of thinking. These benefits go beyond just team conversations. The Journal of Applied Psychology found that salespeople who use open-ended questions with customers make 23% more sales. By better understanding what customers need, they can offer better solutions. Learning to ask open-ended questions isn't just about talking better—it's a skill that helps you succeed in all parts of work. Click here for more information.

The Perils of a Bad Boss

By Cathie Leimbach • April 1, 2025
Bad bosses aren't just a nuisance – they're an epidemic. A staggering 70% of employees report that problematic managers are commonplace in today's workforce. This reality has serious consequences for both workers and companies alike. What drives employees to pack up their desks? Unethical behavior tops the list, with 62% of workers citing it as a reason to quit. Following closely behind are hypercritical managers (54%) and those who burden their teams with unrealistic expectations or excessive workloads (54%). While some managerial shortcomings are merely frustrating rather than deal-breakers, they still damage workplace morale. Disorganized bosses frustrate 33% of employees, micromanagers irritate 29%, and unapproachable or inflexible leadership styles bother 27%. Perhaps most concerning is the communication breakdown: 72% of employees wish they could openly discuss workplace concerns with their managers, but 59% fear retaliation if they speak up. How might these issues be affecting your organization? High turnover rates don't just disrupt workflow – they devastate your bottom line. Between recruitment costs, training expenses, lost productivity, and institutional knowledge walking out the door, each departed employee can cost between 50-200% of their annual salary.  Ready to understand what turnover is truly costing your company? Click Here for access to a free Cost of Turnover Calculator.
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