This week, SHRM released its annual Employee Job Satisfaction and Engagement Report.
It’s interesting in how it segregates true “satisfiers” from the factors and conditions that help employees more deeply engage. Both are relevant measures, depending on what you are trying to determine or better understand about your workforce. Read more…
I’ve been working in this space at the intersection of people, HR, technology, and appreciation for many years now.
In that time, I’ve seen, heard and read many different attitudes and approaches for how to motivate others, how to manage talent, how to rank employees based on skills and performance, etc. As a reader of this blog, I’m sure you have, too.
One attitude that I’ve come to regard as deeply insidious and dangerous in an organization is thinking about employees as “A” and “B” players.
“You know what I always enjoyed, that I still think of a lot? When we would all get together as a family and how much laughter there was in the house. From our parents to all the kids and cousins, it was just pure laughter.”
When I took my first foreign assignment as a Chief HR Officer, I was told by one of the senior executives. “You know the change we all notice in HR? It is the sound of laughter.”
When you walk in now, everyone is smiling, laughing and joking with each other. At one time you hated to come down here; now it is a respite to walk into a friendly environment — especially all the smiles. Read more…
Employee engagement is not for the timid.
Assessing and improving employee engagement requires courage from leaders and employees at every level — and that can be a challenge for some organizations.
If you are working to establish a culture of engagement at your organization, keep in mind that you’ll need to start by fostering a culture of courage from the CEO down to frontline employees to ensure it’s effective. Read more…
An article from Forbes made the rounds last summer with some pretty startling statistics:
- The average raise an employee can expect is 3 percent, but given the cost of inflation, it actually amounts to more like 1 percent in additional spending power.
- If an employee leaves a company, however, they can look forward to a 10-20 percent increase in salary. In extreme cases, they may even see as much as a 50 percent bump.
In other words, we’ve cultivated a system in which employees who are loyal to their companies are financially punished and those who jump ship every few years are financially rewarded. Read more…
Keeping talent in-house is one of the biggest challenges facing companies today.
Americans are finally more confident with the state of the economy, and that’s causing more people to leave their jobs in search of other opportunities.
According to the U.S. Bureau of Labor and Statistics, November 2014 saw around 2.5 million people quit their jobs. But what does that mean for you? Read more…
Regardless of industry or company size, high employee turnover is bad for business.
Not only does it lower employee morale and decrease productivity, it’s also costly.
Finding and training replacements is significantly more expensive than retaining your initial hires, so consider the following tactics to improve your employee retention. Read more…
Have you heard of Edward Lorenz? If you don’t recognize his name, you probably have heard of his catch-phrase that described his work in the lab, which was translated to popular culture.
His concept: Small events can have large, widespread consequences.
Lorenz’s research suggests that a massive storm might have its roots in the faraway flapping of a tiny butterfly’s wings. That tiny alteration utterly transformed his long-term forecast, a point Lorenz amplified in his 1972 paper, Predictability: Does the Flap of a Butterfly’s Wings in Brazil Set Off a Tornado in Texas? Read more…
Investing in the success of Millennials isn’t a request or a dilapidated plea to appease the emerging workforce anymore.
Millennials are a critical part of the current workforce, and 30 percent of high-growth companies say the young professionals even have leadership positions in their organizations.
In order to recruit the best of the best, and furthermore retain the best of the best, organizations have to cater to the developmental and professional needs of Gen Y employees. Read more…