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The impact Covid-19 has had on life and business, as we know it, has been unprecedented. The new normal that businesses now find themselves facing is being one that needs to adapt and change on a weekly, sometimes daily.
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As the Covid-19 pandemic continues to progress, so have new workplace challenges: employees are working with complex technology, expectations for employees are changing, and education institutions are competing to stay on the leading edge.
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In 2020, we learned how critical it is to be adaptable and agile – not just in the business realm, but in our everyday lives.
Featured in February 2021 Edition of Talent Acquisition Excellence Excellence
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Notwithstanding the usual factors that would normally qualify someone for a raise, this is certainly a legitimate question to ask given that many people have been working harder and longer.
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Employee engagement has always been a big topic in performance. Our big topic becomes even more complex: how do we keep our employees engaged, working remotely, in a pandemic?
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Every company is moving to a customer-centric strategy and focusing on customer experience. It is tough to actually provide the best experience without understanding all the intricacies and details of it.
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Let’s not pretend that salespeople were hitting it out of the park. Based on Sandler® research, 67% of salespeople were achieving 60% or less of their goal, and the biggest frustration of most business owners was the lack of productivity from their sales team.
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There are a few ways to increase your teamwork. One way is to boost your communication with online tools. Letting your employees socialize during their break times is another way to foster relationships. But the most effective method is through regular team-building activities.
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For business leaders, fostering a company culture without having employees physically in the office can be a challenge. But organizations can continue to build a thriving virtual workplace in 2021 and beyond.
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Just how closely are recognition and engagement tied? Highly engaged employees are 2.6 times more likely to work in organizations with a peer employee recognition program than Actively Disengaged employees. And when employees feel engaged, everyone wins.
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