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Today, organizations are more inclined towards continuous performance management programs, bidding adieu to the traditional PM programs. Also, there is a lot of discussion about how much employee recognition is appropriate, how it should be provided, where it should be captured, who should see it, and more.
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Data from more than 5,100 millennials worldwide suggests a link between frequent job changes and feeling unsatisfied at work. As millennials continue to enter the workforce, a trend has emerged that has many companies wondering what they can do to keep the talent they’ve acquired.
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Employers have long struggled to develop effective performance management (PM) programs. All too often, these programs result in employee morale problems rather than increased performance levels. Some experts believe that the once-a-year nature of many PM programs is problematic and that continuous performance management programs could be part of the solution. To investigate this notion, HR.com collaborated with BetterWorks to conduct research into the role of continuous performance management.
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What’s the point of a performance review? Evaluating performance, yes, but to what end? HR teams, managers, and companies use performance reviews for compensation, evaluation, and tracking progress toward goals. All with the hope that it will motivate the employee to perform at a higher level. Alas, it often doesn’t.
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It’s easy to focus on the more obvious advantages of a diverse workplace: cutting costs, for example, or the pride that comes from showcasing diversity as one of your organization’s strengths. However, there are many not-so-obvious advantages as well, which are rooted in the emotional transformation that occurs when individuals participate in diversity initiatives, take part in awareness exercises, and fully embrace diversity and inclusion within their organization.
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This just in: New research shows that the majority of companies are committed to prioritizing employee engagement. The 2018 Employee Engagement Survey from StaffConnect found that HR professionals—as well as CEOs and corporate communications—want to improve their employees’ experience (EX) in 2018. In fact, about three-quarters of organizations surveyed have plans to implement specific initiatives to boost EX this year.
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Summer is now upon us. Schools are on break, beaches are full. Time for fun in the sun and some relaxation! Let’s face it, other than some heat, there’s not much to complain about during summer. Unless you’re charged with running a business. Summer can get in the way of productivity.
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Culture shapes the wellness of individuals, businesses, communities, and nations. Although it is not static and can change, it generally manifests itself in the behavior of a group of people at any given point in time. Culture is a collective identity that is based on a set of unspoken rules that underpin personal values and interpersonal relationships. It distinguishes the members of one group from those of another, and typically informs society’s behavior.
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Theoretically, we all know that ‘employee engagement’ is a good thing for our organization. However, how do we define, measure, and improve such a complicated metric? Putting together a good employee engagement survey, or series of surveys, is a good place to start. However, the best way to do this is still hotly contended amongst HR experts, with some even suggesting that we can’t measure engagement at all.
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