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In this podcast episode, Dr. Jonathan H. Westover talks with Tom Conlon about advice for young individuals searching for employment and key factors they should consider in their job search. North Street founder Tom Conlon has more than 20 years of experience in design, web programming, copywriting, operations, and people management. Prior to founding North Street, Tom began his career in the consumer publishing industry, first as a web designer and developer, then as a writer and editor for top media outlets including Wired, Men’s Journal, AOL, and Popular Science. Tom earned a degree in Communications with a minor in History from Fordham University. He is a proud member of the New York City chapter of the Entrepreneurs’ Organization, where he served as chair of the program’s Accelerator for small businesses.  Check out all of the podcasts in the HCI Podcast Network (https://www.podbean.com/podcast-network/HCI) !

Unlock the secrets to exceptional remote management! In this engaging video, we dive into Dr. Jonathan H. Westover's article, "The Key Traits of Great Remote Managers." Discover how top managers navigate challenges like communication, collaboration, and employee engagement in a remote setting. Learn vital strategies such as fostering open communication, focusing on outputs over inputs, and building a sense of community among teams. We’ll cover the importance of psychological safety, effective delegation, and frequent feedback to empower your workforce. Whether you're a seasoned manager or new to remote leadership, these insights will help you inspire productivity and morale in your team. Don't forget to like and share this video! #RemoteManagement #Leadership #EmployeeEngagement #WorkFromHome #TeamSuccess

Abstract: Recent research in organizational behavior and leadership provides critical insights into common managerial mistakes that undermine employee motivation. The article examines four key behaviors leaders should avoid: over-relying on extrinsic rewards, prioritizing threats and consequences over empowerment, micromanaging team activities, and neglecting personal and meaningful feedback. By replacing these demotivating practices with approaches grounded in intrinsic motivation theory – such as fostering workplace purpose, granting autonomy, and offering regular personalized guidance – leaders can cultivate engaged, innovative, and high-performing teams. Though simple in principle, these scientifically-backed best practices require constant self-awareness to implement effectively, but yield dividends in employee engagement, retention, and business success.