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Whether your company is a startup or an established firm, one thing is certain: at some point, your business is likely to hit a plateau. Hence, driving employee engagement could be one of the most important things you can do for your organization to impact your bottom line.
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It’s time to reboot your recognition strategy… but not sure where to start? Use these 7 simple steps to guide your team through the process.
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Spend any time in the workforce, and there is a high possibility that you will be made to feel “small” by a colleague talking down to you or devaluing your input.
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As HR professionals, engaging in dialogue that creates trust and connection, building great cultures, and bringing out the brilliance in people are top among our chief aims. To do so effectively, however, requires harnessing the emotional energy of an organization’s culture.
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Culture and leadership go hand in hand, and today’s companies can suffer or thrive based on the decisions that leaders make about culture. Anyone can describe their ideal culture, and few are able to achieve an enduring culture status that everyone benefits from consistently.
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New technologies that enable temporary staffing candidates to find positions via applications that use algorithms to match people to positions are here. With names like tilr and Shiftgig, these apps use an alternative, temporary, or on-demand staffing model akin that used by ride-sharing apps to connect passengers with drivers.
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Developing and nurturing a motivated workforce is one of the single most important things any organization can do to secure and maintain a competitive advantage. However, it seems that most companies aren’t doing a good job.
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As executives and managers in organizations, we don’t need research to tell us that engaged employees are better performers. We all know how important it is to have engaged employees. The research evidence is overwhelming.
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One of the most startling statistics for any business leader committed to doing right by their people is Gallup’s long-running employee engagement survey. This continuous measurement started way back in 2000. At the time, just 26 percent of U.S. workers reported being engaged in the workplace.
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