My previous blog on ‘unfinished business’ highlighted the importance of complete or ‘whole’ experiences to people, a principle that extends to our motivations and emotions. We are bothered by things that are incomplete or unfinished and they may stay with us until resolved and potentially interfere with our working relationships. So what further lessons might we draw from this phenomenon for people engagement and collaboration in organisations?
Want an Engaged Workforce? Help them 'Finish the Business'
23 September 2015
In this article David Willcock extends the psychological principle of 'unfinished business' to explore the implications for workforce engagement and collaboration.