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Steve Jobs was notorious for his autocratic leadership style. Instead of empowering his employees to make their own decisions, he would set the strategy, goals and method—and expect them to follow suit. While Apple was incredibly successful under his leadership, some of the downsides of this style are apparent since his passing in 2011. The most recent example involves the removal of movies from people's iTunes accounts.
Why Engage Your Workforce? Employee engagement is an emotional state where employees feel passionate, energetic, and committed to their work. Why take the time to engage your workforce? Because it translates into employees who give their hearts, spirits, minds, and hands to deliver a high level of performance to the organization. When we first look to join an organization, we may be enticed by some salary promises, the company brand, or cool perks.
Rapid talent allocation could be HR’s ticket to the proverbial “seat at the table.” According to a recent McKinsey & Company survey , being fast or very fast at moving talent among strategic projects is linked most closely with talent management effectiveness. Organizations with effective talent management programs, the survey reveals, have a better chance than other companies of outperforming competitors.
We’re happy to bring you insights and inspirations from esteemed HR Professionals. We’ve created the HR Passion Series as a medium to connect individuals in the HR World, to learn from each other, create community, and inspire. This is where you get to hear full, unedited opinions and answers from top practitioners in the field who are excited to reach out and share with the community.
ChatGPT is a powerful tool that can help you quickly brainstorm, draft, and refine tasks on your to-do list. But it can take a bit of strategy and practice to get generative AI to give you the time-saving results you’re looking for. Try these 14 detailed prompts to unlock the power of ChatGPT. You'll discover ways to streamline tasks for hiring, employee engagement, and performance management.
Believe it or not, summer is almost over, and it’s time to think about flu vaccines again! How effective will the shots be this year? Will you and your family get them? Can you require your employees to be vaccinated? Many employers believe that employees should be inoculated to keep the workforce healthy and the office fully staffed during flu season.
(Editor’s Note: Today’s post is brought to you by our friends at Criteria Corp , a leading provider of pre-employment testing services. They’ve recently relaunched their customer interface, HireSelect. It’s been completely reworked to help organizations hire faster and smarter. Get a demo when you have a chance. Enjoy the article!) . We’ve talked before about the need for organizations to have a defined candidate experience.
(Editor’s Note: Today’s post is brought to you by our friends at Criteria Corp , a leading provider of pre-employment testing services. They’ve recently relaunched their customer interface, HireSelect. It’s been completely reworked to help organizations hire faster and smarter. Get a demo when you have a chance. Enjoy the article!) . We’ve talked before about the need for organizations to have a defined candidate experience.
Nearly 50 percent of U.S. employees are actively searching for a new job. That means that half of the currently employed workforce will quit to work for your company if you offer them a better opportunity. Still, today's companies put up so many application hurdles and create so much confusion in their hiring process that many candidates don't finish—or even start—applications.
Many business leaders will end the year with the same concerns they started with: how to retain employees and create a work culture that motivates them , makes them feel included, and brings out their best work. In every industry, and particularly in tech, quit rates are climbing, and fierce competition makes employee recruiting and retention two very daunting tasks.
Over the last few years as I’ve met HR executives, leaders and practitioners who want to learn more about people analytics, I have concluded that I nearly always get asked these three questions: How can I improve my impact? How can I create more value? What should I focus on? Clearly, the answers vary depending upon the situation, level of experience of the person, business challenges, and industry.
We’re happy to bring you insights and inspirations from esteemed HR Professionals. We’ve created the HR Passion Series as a medium to connect individuals in the HR World, to learn from each other, create community, and inspire. This is where you get to hear full, unedited opinions and answers from top practitioners in the field who are excited to reach out and share with the community.
The HR industry is changing. Did you know… 1. There will be 4M more jobs than workers by 2033 ( BLS ). 2. For 84% of workers, flexibility is a top priority ( FlexJobs ). 3. 75% of employees have used AI at work ( CFO.com ). It’s time to meet the moment! Use Paycor’s guide to design a blueprint for success.
Midterm elections are right around the corner and this is a great time for employers to create an environment that encourages employees to vote. Here are some tips for employers wanting to support their employees as they exercise their right to vote, for the midterm elections on Tuesday, November 6 and beyond.
We’ve discussed several aspects of technology in this HR technology series. Today I wanted to share a concept that we should be a bit more focused on: prescriptive analytics. Technology now allows us to do more than just process information, it helps us make decisions. A few weeks ago, I spent a couple of days with the folks from O.C. Tanner at their Influence Greatness conference.
Editor's Note: This post is part of our " Cartoon Coffee Break " series. While we take talent management seriously, we also know it's important to have a good laugh. Check back every two weeks for a new ReWork cartoon. Where should employees turn when they have a complaint against HR? Our Evil HR Lady weighs in.
Engaged employees fully invest their best selves in the work they do. But what is employee engagement and how is it created? Employees and leaders intuitively know that when we find a place where we can throw our hearts, spirits, minds, and hands into our work, we are happier, healthier, and produce better results. Yet, most of us struggle to understand exactly why we engage in some environments and don’t in others.
Modern go-to-market teams know it takes more than one email to break through the noise. Multiple touchpoints means more ways to get your pitch right — and, potentially, more ways to be wrong. The good news? Once you know how to write compelling, one-off emails to entice prospective customers, you can easily do the same across a short sequence of emails.
“Have you ever considered a career in hacking?”. This may be an unusual way to start a career coaching conversation in most workplaces, but it’s an important question to ask employees from non-technical fields–and women in particular. Increasingly, businesses of all types need more professionals–from ethical hackers to application security engineers–who can effectively ward off and respond to cyber attacks.
I’ve written quite a bit on AI and its impact on the employee experience , but one area that I have talked less about is the learning side of the equation. There have been so many advances in recruiting technology and other areas, but learning has lagged behind a bit. Until now, that is. At this year’s Docebo Inspire user conference in Toronto, artificial intelligence was one of the key conversations for the leaders at the innovative learning technology company.
Welcome back to Talk Nerdy To Me , 15Five’s academic blog series where we get nerdy, talk to the world’s best thinkers, and break down the latest academic research that you can apply to your workplace. According to Gallup , employees who use their strengths every day are 6x more likely to be engaged, 8% more productive, and 15% less likely to quit their jobs.
(Editor’s Note: Today’s post is brought to you by our friends at Kronos , a leading provider of workforce management and human capital management cloud solutions. Check out the latest research from The Workforce Institute at Kronos how employees across the globe view their relationship with work. Part one, “ The Case for a 4-Day Workweek? ” explores how employees spend their time on the clock and if the standard 40-hour workweek is most effective.
Forget predictions, let’s focus on priorities for the year and explore how to supercharge your employee experience. Join Miriam Connaughton and Carolyn Clark as they discuss key HR trends for 2025—and how to turn them into actionable strategies for your organization. In this dynamic webinar, our esteemed speakers will share expert insights and practical tips to help your employee experience adapt and thrive.
Dear ReWorker, Recently, my colleague and I carefully documented and reported acts of long-term bullying by two of our coworkers. Soon afterward, HR summoned the entire department for a mandatory meeting where our boss's manager and the top HR manager yelled and reprimanded us. We were told our complaints were petty and stupid, and that their time was wasted.
An interesting piece of research on publicly available WiFi access in England led to a question that made me pause. Should employees be paid for commuting time? As someone that travels a fair bit for work, I know the value of being able to connect and work from any number of strange locations–restaurants, hotel lobbies, airports, etc. But what about the commutes that make up a significant part of the day for so many workers?
If you were on a quiz show for managers, you could easily recite a list of critical elements of business success: strong financial management, a solid customer service strategy, and so on. But would employee feedback be on your list? If not, you are missing a key business driver. Below are five reasons why listening to your employees is central to your company’s success: Failure to Listen is Expensive.
For many people analytics professionals, fall is a time to hit the accelerator. Now is when business leaders need more numbers — and fast. But information does not equal knowledge, and in the rush to gather data, it can be easy to forget the big questions: Why is this critical for the business? Are key stakeholders prepared to receive and act on it?
In today's dynamic business environment, HR leaders face immense pressure to optimize costs while maintaining a competitive edge to attract, retain and engage their workforce. Gallagher can help you meet that challenge head-on. Our proprietary data and people analytics platform, Gallagher Drive ® , provides the elevated insights you need to make impactful program decisions that are aligned with your organizational goals and set your strategy up for long-term success.
“How’s your tennis game?” (This probably seems like a strange way to begin a post about performing employee self-evaluations, but bear with me.). Last weekend, my husband and I went out to dinner with friends we hadn’t seen in years, back when I was an avid tennis player. As part of our catching up conversation, our friends asked me this question. “It’s fine,” I replied.
I’ve spent the majority of my career working in industries with large hourly workforces. And much of that hourly workforce was paid minimum wage – or just above it. As a result, when employees had financial emergencies, it impacted their work. Which means it impacted the workplace. You might have already seen this statistic, but nearly half of Americans do not have enough cash on hand to cover a $400 emergency expense , according to the Federal Reserve’s annual report on the economic well-
About five years ago, I worked with a client who bristled at the idea of typical annual performance reviews. What they wanted to implement was a “conversation-based” performance review process. The process had to be employee driven; managers and employees held an ongoing, continuous dialogue about the employee’s performance throughout the year. At any point throughout the year, the employee’s colleagues or customers could also contribute performance input but the most important objective was th
Employee Engagement is viral, and new research shows that the manager may be “ground zero.”. Managers are the sergeants of the organization. You, as a manager, have a powerful effect on how engaged your organization will ultimately be. You are on the front lines of a company’s culture. For most employees, you are the company (or at least represent the organization, as they see it).
Is your business ready for the future of document fraud? AI advancements have made forgery easier, increasing risks for employers. With 85% of identity fraud last year linked to impersonation, proactive compliance is essential. Join WorkBright’s webinar on October 8 to equip yourself with crucial insights for protecting your business from fraudulent I-9 documents, including: Understanding Risks: Learn about new fraud tactics impacting your business.
Employee engagement: the buzzword is everywhere, but can anyone really agree on what it means? How do you measure it? And how can you build an effective strategy that works in your unique company culture? Employee engagement is tricky to define because it represents different things to different people. Some companies describe engagement as an emotional commitment to the company that includes both loyalty and dedication to achieving goals.
When I think about women’s leadership, several big words come to mind–empowerment, leadership, parity–but I keep coming back to smaller words. In fact, it’s a string of two-letter words that, together, make a BIG impact: If it is to be, it is up to me. These words have propelled me forward at every stage in my career. My passion for advancing women in leadership was ignited by personal experiences within the financial services industry.
It’s no secret that the majority (87 percent) of today’s workers feel disengaged in the workplace. While there are many reasons for this high level of disengagement, employee complaints about employers not listening to them certainly ranks high on the list. In fact, a recent study revealed that more than one-third of the workforce believes that their employers do not listen to their ideas.
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