Data suggests that 70 percent of employees are disengaged.
To put this in perspective – 70 percent is considered barely a passing grade by most educational institutions.
That’s an unacceptable statistic for long-term growth and success.
Regardless of what type of business you are in, people (human capital) are your biggest asset. People operate your business, service your customers, and help drive innovation, allowing you to compete in a competitive marketplace. Read more…
The ways we learn have changed dramatically since I entered the workforce 20 plus years ago as a member of Generation X.
Back in 1991, when I graduated from college, computer-based training (CBT) was the new, hot trend! The next big step was that learning moved online.
For the digital natives, known as Millenials, and Generation Z coming behind them, they will never know life without technology embedded – including in the ways they learn. They don’t know what life (or learning) “offline” is like. Read more…
The New England Patriots defeated the Indianapolis Colts in the AFC Championship game last weekend, earning them a trip to the Super Bowl this Sunday against the Seattle Seahawks.
Super Bowl XLIX (that’s 49 for non-Romans) will mark a major milestone in a historic journey by the Patriots team and their head coach, Bill Belichick.
Belichick stands to become the first head coach ever to appear in six (6) Super Bowls, and with a victory over Seattle, can become the only coach to ever win four (4) of them.
In addition, New England Quarterback Tom Brady will be making his record-breaking sixth start in a Super Bowl, and if he wins, he will join the elite ranks of NFL legends Terry Bradshaw and Joe Montana with four victories in pro football’s biggest game. Read more…
Every employee who works for you will eventually arrive at a crucial intersection, if they haven’t already.
At that point, you hope they turn right and buy-in to your leadership and the vision and values of your company. Turning that direction means that they see a future for themselves with your organization so they’ll invest themselves fully and go all-in.
Unfortunately, some will turn left and quit on you without actually quitting. They’ll take on the “me against the machine” mindset and begin looking for shortcuts and ways they can do just the MDR (Minimum Daily Requirement) that it takes to fly below the radar and avoid getting called out or fired. Read more…
Above and beyond – that’s a common theme for what types of employee contributions should be recognized.
And it’s a good theme. This is so important to some of our clients that they’ve even branded their recognition programs “Above and Beyond.”
But what about “completely different?” Or “entirely outside of the job description?” Sometimes we recognize and reward these individuals, but all too often we punish them instead, forcing them back into the box and encouraging them to “just get the job done.” Read more…
It’s no secret that employee engagement drives productivity in the workplace.
In fact, organizations with a high level of engagement reported having 21 percent higher productivity, according to research by Gallup.
In an effort to create an engaging company culture that both boosts productivity in the workplace and creates loyal employees, companies are choosing to adopt new, unique ways of keeping their workers satisfied and engaged while at work. Read more…
My husband calls them “blond moments” when he shows me a cartoon and I don’t get it.
I’m also a bit gullible when I read spoofs and satires. No, thank you – I don’t need oceanfront property in Arizona.
Today he sent an article from The Onion which I got right away. Yes, I know The Onion is a satirical publication; I learned that when I took him a story I thought was true, and he chuckled for about an hour.
I actually did a double take on the one he sent today – HR Director Reminds Employees That Any Crying Done At Office Must Be Work-Related. Oh my, I hope not. Oh, I get it – it’s a spoof! LOL. Read more…
I left my first post-college professional position after a little over four years on the job.
In that time, I had worked my tail off for the organization with 60-80 hour weeks as the norm, had been promoted twice, and had built a program that was one of the most innovative and forward thinking in the industry.
In return, after I gave my notice, I was refused any future reference (beyond confirming dates of employment), had no acknowledgement of my contribution, and was more or less treated like a leper for my remaining two weeks. Read more…
I spend a lot of time talking about what makes HR professionals fail, but I have strong opinions on the key attributes that make human resources leaders successful.
Here are four (4):
1. Great HR leaders are dependable and reliable
Everybody wants innovative and disruptive until you actually give them innovative and disruptive. Then they want steady and trustworthy. Read more…
Why is it that every other article I read on employee engagement begins by quoting alarming figures on the state of the global workforce?
They all seem to be variation on a theme, something along the lines of:
“Less than 15 percent of employees across the globe are engaged in their work. The vast majority of employees are psychologically absent from their workplace, and are unlikely to be making a positive contribution.” Read more…