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(Editor’s Note: Today’s article is brought to you by our friends at Workify , a tech-enabled service that helps companies establish more real-time feedback loops to uncover hidden engagement issues. Enjoy!) . Employee surveys are important. I’d like to think we all agree that asking employees for their feedback is valuable. However, the real impact of a survey is in what companies do with the data they receive.
Editor's Note: What are our writers and experts reading? In this series, ReWork contributors share their“must-read" recommendations for HR professionals and business leaders. The number of books in my library is huge. Unfortunately, the list of ones I've read cover to cover is quite short, and the list of those I've read more than once—most of which are included in this article—is even shorter.
While you may do your best to spread seasonal cheer and appreciation, it’s important to keep in mind that this time of year is not all sparkles and snowflakes for your staff. Many of them will be trying to balance holiday schedules and family complications while feeling added stress due to end-of-year work tasks. Furthermore, absences and vacations often leave big holes in staffing right when the duties are most intense.
Jonathan Ferrar is a respected consultant, speaker, and author in HR strategy, workforce analytics, and the Future of Work. This article is adapted from his book, The Power of People: Learn How Successful Organisations Use Workforce Analytics To Improve Business Performance, and originally appeared on his LinkedIn Pulse. The leader of any workforce analytics team has one of the most exciting and demanding jobs in the business – and especially in the Human Resources function.
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.
Performance reviews offer helpful feedback to managers and employees, but not knowing where to start or what to say can make the process painful and awkward. Effective performance reviews are important to ensuring the growth and development of both employees and management. We’ve collected 42 performance review tips from experts so that your next performance meetings are a success.
It’s that time of year again at the office! Holiday lights, pies in the break room, end of year excitement.and boring or played-out holiday events. The holidays are a time when everyone feels festive, and offices often want to share in that feeling. And any holiday party should be a quality team bonding experience. But the result is often a waste-of-money gift swap or a bad cookie plate.
It’s that time of year again at the office! Holiday lights, pies in the break room, end of year excitement.and boring or played-out holiday events. The holidays are a time when everyone feels festive, and offices often want to share in that feeling. And any holiday party should be a quality team bonding experience. But the result is often a waste-of-money gift swap or a bad cookie plate.
I ran across a tweet recently that posed an interesting thought : What if managers created “personal user manuals” about their management style? Back in the old days, we called this managing up. Managers would share information about themselves with their teams – things like “I’m not a morning person.” or “I like communicating via email.”. Employees could then use the information about the best times and methods to communicate with their manager to help them get the necessary resources to do the
Editor's Note: What are our writers and experts reading? In this series, ReWork contributors share their“must-read" recommendations for HR professionals and business leaders. The number of books in my library is huge. Unfortunately, the list of ones I've read cover to cover is quite short, and the list of those I've read more than once—most of which are included in this article—is even shorter.
It’s no secret that an engaged employee is a productive employee, but fostering and maintaining that initial focus and enthusiasm is no easy task. Employee engagement relies on sparking an emotional investment in the company and creating an atmosphere in which everyone is motivated to work toward common goals. Considering only 29 percent of workers say they’re actively engaged at work, this is an issue most businesses contend with on a daily basis.
50 years ago, large organizations could not measure “good” or “bad” when it came to their own workforce trends. It was difficult to tell, for example, whether a surge in employee turnover was something that required action. This all changed in 1980, when Dr. Jac Fitz-enz — now celebrated as the father of human capital strategic analysis and measurement — founded the Saratoga Institute , and developed the first international HR benchmarking service.
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.
Many HR professionals and managers have endured the dreaded once-a-year hassle of employee performance reviews for decades. For a lot of companies, it doesn’t look like annual reviews are changing anytime soon. In recent years, however, some businesses are beginning to realize that the once-a-year performance review model doesn’t actually work for their culture or their employees.
How much are disengaged employees costing your company? If we zoom out, Gallup estimates the cost of disengagement to be between $960 billion and $1.2 trillion per year. So what drives engagement and what strategies can leaders use to create an environment where both engagement and productivity thrive? Using leading social science research as our guide, we will uncover why the key to employee engagement is highly intentional performance management.
(Editor’s Note: Today’s post is sponsored by TalentMap , a firm specializing in employee engagement solutions. They help organizations measure and improve employee engagement through action-centric employee survey programs. Enjoy the post!). I don’t believe it’s a surprise to anyone that technology has changed the way we do business. Regardless of the industry you’re in, technology has impacted who does the work, the methods we use to work, and how fast we work.
Good management is important. We all know this. In fact, multiple studies have shown that not getting along with a manager is often the strongest influence on employee engagement—and eventual departure. Or, at least, that's what we thought. According to new research from IBM on why employees quit, the old HR adage "people don't leave companies, they leave managers" is being called into question.
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.
This coming year, my wish for you is that you become more of a troublemaker in your business. Yes, you heard me correctly. HR has a longstanding tradition of being the administrative department. The party planners. The “that’s how we’ve always done it and let’s avoid the risk” police. But what if there was another way? What if we could be disruptors and troublemakers as a force for good?
Employee engagement surveys are often the first tool HR leaders use to start creating a data-driven strategy for their company. However, when it comes to deciding what questions to ask in your survey, all is not created equal. The questions you ask are incredibly important in terms of both the data you collect , and the signal you are sending to your people by asking each one.
While the Fair Labor Standards Act says that employers must keep records of all hours their employees work, it does not prescribe a specific timekeeping system or method. From that standpoint, the key is to choose a process that works for you and your company—as long as the information is complete and correct. For most companies, this involves some system of sign off before they submit an employee’s time card to payroll.
It’s not uncommon today for a company to be driven by purpose. At Reflektive , our mission is to reinvent people management processes — for our own employees and for our customers — with the goal of empowering employees to thrive at work. Achieving this mission begins and ends with the success of the companies that choose to partner with us to achieve their performance management goals – empowered by our Customer Success team.
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.
Managers have a tough job and a full plate. They’re responsible for their department planning, organizing, leading, and controlling. They’re also responsible for hiring. But managers themselves are often hired and promoted for their technical expertise, not their ability to hire others. This means that organizations need to give hiring managers all the tools they need to hire effectively.
Dear ReWorker, We have a small business with only four employees. We need our employees to be on time because our clients come to us. If our staff doesn't arrive at the designated time, we often have clients waiting for them out in the parking lot. We introduced a vacation policy for the first time, and employees can now earn paid time off by clocking in on time.
Candidate experience is on everyone’s lips these days, but the discussion is rare when companies actually ask candidates what they want and attempt to provide it. In our latest research study on Video and the Candidate Experience, we looked not just at how companies are using video but also at how candidates want to consume and interact with video in the hiring process.
Nigel Stoodley is Visier’s Chief Customer Officer , where he is responsible for overall customer success. Nigel oversees Visier’s innovative delivery model that removes the traditional enterprise software pains of statements of work, change fees, and customer dissatisfaction. He has over two decades of experience building teams that focus on customer success in the business intelligence industry.
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.
I’ve been an analyst following the HR Tech market for almost 20 years now, and this year things are changing faster than ever. In the report we just published, “HR Technology Disruptions. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
Do employee engagement and gratitude go hand in hand? Gratitude is a concept valued universally as a pro-social aspect of human culture. It’s an idea that takes mindful practice in our personal lives, in our families, and even in our jobs. Recently, scientists have researched this concept and have found interesting connections with many aspects of well-being.
I’ve always said that one of the worst things organizations can do is ask employees for their feedback and then do nothing with the information. As a human resources professional, this is one of the major gripes that employees have with employee surveys. (Side note: The length of time it takes to hear the survey results is another.). The company wants employee feedback, so employees take the time to (honestly) complete the survey…and then nothing.
Dear ReWorker, I manage field sales reps. I flew in for a scheduled "field ride" with an employee and upon arrival she let me know that she had a "doctor's appointment" and wouldn't be available for the field ride. I sat around the city all day long until meeting the employee for dinner at 6:00 that night, then I caught a flight that next morning. I never questioned the whereabouts or the all-day doctor appointment (maybe it is something serious, who knows?).
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.
In today’s fast-paced, innovation-driven business environment, agility is the name of the game. If your organization isn’t nimble, it’s not keeping pace. You’ve probably heard a lot the past several years about “agile organizations.” These companies are designed to execute strategy quickly, innovate faster, and easily adapt to business or customer needs.
Most managers dread everything about employee performance review time. Performance reviews are tedious and time consuming, the technology (if any) sucks, and the conversation is always uncomfortable. In some circumstances, it’s even company policy to rank each of your team members. You probably hate narrowing down employee performance to a single number, but that’s just standard procedure.
Do you remember the opening montage for The Flintstones? Fred, the protagonist, is happily moving rocks from the back of his trusty work Stegosaurus. Meanwhile, his manager stands behind him with an eye on the clock. When the end of the work day rolls around, the manager yanks on his Pterodactyl alarm, and away Fred goes…back to his Stone Age family.
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