Editor’s Note

I am sure you have no doubt that happy and engaged employees are one of the vital forces behind any successful organization. Again, there is no denying that disengaged employees have a direct and negative impact on your business bottom line. When the needs of the workforce aren’t being met, it isn’t always obvious from reviewing traditional metrics like employee turnover. A disengaged workforce can disintegrate a company’s culture, decrease customer satisfaction, and cost the business a lot of money.

Employee Disengagement: 3 reasons why the C-suite should take it seriously

When a company is established, it usually starts with just a handful of employees. This core group is comprised of individuals who are passionate about the mission of the business; they’ll gladly work day and night to build a successful company. However, as a company grows, it becomes harder and harder to hire employees who are just as engaged and invested in the growth of a business, which is why we hear so much about the pains of companies growing at an accelerated rate.

Recognition and Engagement June 2016 Advertisers

Employee Voice: It's time to listen, analyze and act

With the rise of social media, consumers have grown accustomed to sharing their opinions about the products and services they purchase. This is evidenced by the plethora of restaurant and travel review sites, online purchase ratings, doctor office visit reviews, and more. Such ‘consumer voice’ has become a standard way of expressing opinions, sharing experiences, and influencing future products and services.

Designing An Employee Engagement Survey That Works: 3 strategies every leader needs to know

I was the keynote speaker for an event two weeks ago in Denver Colorado speaking on the topic of employee engagement. My keynotes was specifically about how you as a leader can build a culture that attracts, retains and deeply engages top talent. At the end of my keynote a young woman, new in her role, raised her hand to ask me my opinion on employee engagement surveys. Do I like them, would I use them, and how would I design them?

Social Media At Work: How technology impacts employee engagement

The term “social technology” for some reason seems to scare off many employers, who often hesitate to embrace social business adoption simply due to the stigma that the time and effort employees invest in social media are somehow stealing resources (and hours) away from actual “work” – not considering the fact that these two concepts are not, in fact, mutually exclusive.

P/L Statements And Love: Cut from the same cloth

Linking the words “P/L Statements” and “Love” together will, to most people remind them of “a figure of speech by which a locution produces an incongruous, seemingly self-contradictory effect.” And only a moron would offer such an oxymoron for serious consideration. So, here goes!

Keeping Engineers Happy, Engaged, And Motivated

Easier said than done, right? It's especially tough when everyone on Earth is trying to hire them away and they all have deeper pockets, a more impressive campus, and cooler perks than you. It's simpler than you think, though. Start by cultivating an environment that keeps them happy and engaged in their work.

Emotional Landscape Of The Workplace: 3 key influential changes

In the world of business, employees are often expected to come into work, leave their emotional and personal life at the door, and produce. Traditionally, professionalism in corporate culture has meant a cool, and stoic demeanor. Still employees are facing emotional challenges at work. The issues don’t always have to be personal, they can be work based. Employees deal with conflict with other employees or management, stress, anxiety and fear, and low morale at work.

Making The Business Case For Promoting Employee Engagement

Employee engagement is increasingly recognized as a vital part of successfully executing strategy, especially in the face of escalating competition and an accelerating pace of change. To be most effective, however, employee engagement cannot be the purview of human resources alone; nor can it be merely handed off to managers who are often too busy to take on one more thing. It takes a partnership across the organization.