Articles tagged 'Change management'

Talent Management

Despite Your Best Efforts, Why Aren’t Your Employees More Engaged?

Illustration by istockphoto.com

By David Lee and Jacob Schneid

Despite millions of words written and millions of dollars spent on improving employee engagement, the needle has barely budged over the years.

From Gallup’s State of the American Workplace:

While the state of the U.S. economy has changed substantially since 2000, the state of the American workplace has not. Currently, 30 percent of the U.S. workforce is engaged in their work, and the ratio of engaged to actively disengaged employees is roughly 2- to-1, meaning that the vast majority of U.S. workers (70 percent) are not reaching their full potential — a problem that has significant implications for the economy and the individual performance of American companies. Gallup’s research shows that employee engagement remains flat when left unmanaged.” Read more…

Culture, Talent Management

Better Organizational Purpose: It May Be THE Business Game-Changer

123RF Stock Photo

The Deloitte 2014 Core Beliefs and Culture Study proves it again — that those workplaces who focus on creating a meaningful environment for all their stakeholders (customers, employees, and communities) foster a culture of purpose that builds confidence, drives investment, and “can lead to competitive advantage in a time of economic vitality.”

The survey was conducted in February of this year and is designed to explore the concept of workplace culture, defined by a set of timeless core values and beliefs, as a business driver. Read more…

HR Management, Talent Management

5 Ways You’re Turning Your Employees Into Crooks

123RF Stock Photo

When it comes to your employees, the adage holds true that one bad apple can spoil the barrel.

Even one dishonest employee can do enormous amounts of damage, and, if that employee is in a management position, he or she can inflict millions of dollars in damage.

Here’s the thing: It’s your fault. Read more…

Talent Management

Getting Better Results: Go Beyond High Potentials, Look at ALL Employees

give-way-high-potential

Personnel Today recently reported on a survey conducted by KPMG’s Global HR Centre of Excellence.

The survey asked “people and change practitioners” from across KPMG’s global member network about the new “war for talent” and how it manifests in today’s workplace.

Even as the slow economic recovery continues to drag on, we are experiencing a war for talent — even as the skills needed and talent sought is itself evolving. And the needs of who and how we target employees for training, growth and advancement needs to also change. Read more…

HR Management, Talent Management

Managers as Coaches? You and Your Workers Aren’t Ready For That

phil-jackson-best-coach-ever

This isn’t necessarily a new concept, but it’s one that is popping up a ton lately in conversation.

The basic concept is that we should push our managers and supervisors to be “coaches” to their employees, not managers. The view from Organizational Development and Training folks is that coaches are more of a representative of great leadership than we would normally think of when we think of managers and supervisors.

Um, what? Read more…

HR Insights

If You’re Building Your Brand, You Can’t Escape Your Capabilities

personalbranding2

“She said that she remembered me from my last job. I remembered her but did not think she even knew who I was since she was very senior to me.”

As I listened to this conversation the other day, it just confirmed what I always tell everyone. It’s this: someone is always watching your work. By watching, they are creating a vision for you and the brand of you — how you work, what you deliver, your attitude, and the list go on.

Regardless of how you feel about your work, even if you know you are no longer going to be there, always do top-notch work. Read more…

HR Management, Talent Management

Why Your Employees Need to be Both Engaged AND Aligned

© Yuri Arcurs - Fotolia.com

I appreciate a good analogy, especially when it comes to terms that can be defined in multiple ways.

Employee engagement and alignment are a good example. Here’s a brilliant analogy from a local business journal:

Employee engagement is essential to an organization’s success, and alignment is arguably even more important. As an example, consider a 400-meter relay race. The winning team carries the baton past the finish line first. The direction of the finish line represents alignment between employees and the organization’s vision and goals. The speed of each runner is akin to engagement. To win, every runner in the team must run fast (i.e. be engaged with the organization) but also run in the direction of the next runner or the finish line (i.e. be aligned).” Read more…

HR News & Trends, Leadership

Leadership Challenges: It’s All About Critical Skills — and Gender Diversity

© ComZeal - Fotolia.com

Development Dimensions International (DDI) and The Conference Board have recently released a report titled Global Leadership Forecast 2014|2015.

This report, the seventh of its kind published by DDI, includes survey responses from 13,124 leaders, 1,528 global human resource executives, and 2,031 participating organizations.

The volume of respondents allowed DDI to look at findings from a variety of perspectives – multi-national vs. local corporations, spans four leadership levels and leaders/HR professionals of different genders, ages, 48 countries, and 32 major industry categories. Read more…

Talent Management

6 Ways to Engage Employees – But Only One That Really Works

employee-engagement

We think there are millions of ways to engage, or disengage, employees but there aren’t.

Truly, there are only six. The six basic emotions we feel as humans, which are:

  1. Anger;
  2. Disgust;
  3. Fear;
  4. Happiness; Read more…
Compensation, Rewards & Recognition

Retention and Reward: Struggling With the Consequences

Illustration by Dreamstime

Employee retention is a double-edged sword.

According to Merriam Webster, in addition to being a sword with two sharp edges, this is defined as something that can have both favorable and unfavorable consequences.

That’s about right. Read more…