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When we talk about employee engagement , one of the most commonly cited statistics comes from Gallup. I’m sure you’ve seen it: Only 1/3 of employees in the U.S. are engaged according to Gallup’s Q12 measure. That number is a more shocking 17% globally. That also means that somewhere between 66% and 83% of employees are either “not engaged”—or worse, “actively disengaged” based on Gallup’s methodology.
I travel a lot for work. Over the last nine years, that's meant a bit of travel fatigue and recent attempts to reduce my total number of nights in hotel rooms. Reducing nights in hotel rooms generally means getting up as early as needed and hitting the road for mid morning meetings - rather than going in the night before. Being up early means a need for coffee and food somewhere along the way - especially on trips where I drive into the meeting in question.
95% of managers believe they could have a more effective method of performance management. Rather than going through the standard steps — set goals, review performance, set a plan, repeat — think, instead, about how you frame the process. How are you determining goals? What factors go into the goals you create? Do they take into account the actual skills and personality of the individual?
A quick internet search will yield plenty of results for searchers seeking up-to-date facts and statistics about the current state of employee benefits. Staying on top of current trends and innovations is important—but what really matters for HR in 2020 and beyond? . We’ve cut through the noise with 10 thought-provoking employee benefits stats to consider for your 2020 planning. 1.) 43% of employers increased benefits in 2019 in order to stay competitive in attracting and retaining talent.
Ensure your mid-year performance reviews are focused, productive, and growth-oriented with this practical checklist from Mitratech Trakstar. Designed for HR professionals, people managers, and team leads, this guide walks you through the full review process—from pre-meeting prep and feedback collection to action planning and follow-up. It also includes tips for creating a comfortable and effective review experience, plus ways to leverage tools like self-evaluations, PIPs, and development plans.
Date: August 15. Subj: Donut Friday! Good morning team! For many years I’ve had a personal habit of treating myself to a donut every Friday morning. I always thought of it as a nice way to reward myself for a hard week’s work, and begin to usher in the pleasures of the upcoming weekend. Now, I’d like to share this tradition with all of you. You’ve done great work this week, as usual.
Just a few decades ago, workplace culture was stuck in the background in management circles—it was either ignored, or treated as a “nice-to-have” feature. In the last ten years, however, thanks to high-profile, culture-focused companies like Zappos and Netflix, culture has become one of those things that keeps the CEOs up at night. There is now widespread recognition that culture matters, for both attracting top talent and improving bottom lines.
Just a few decades ago, workplace culture was stuck in the background in management circles—it was either ignored, or treated as a “nice-to-have” feature. In the last ten years, however, thanks to high-profile, culture-focused companies like Zappos and Netflix, culture has become one of those things that keeps the CEOs up at night. There is now widespread recognition that culture matters, for both attracting top talent and improving bottom lines.
I’ve heard recruiters shed a tear every time you reject your “Perfect Offer” when your current company counters with more money and you take it. They should. You should, too. That counteroffer is a sham.
The role of HRIS in midsize companies is becoming more and more important. And for good reason? The HR complexity they face is constantly increasing. Digitalization is the best way to solve these challenges while optimizing HR processes. The HRIS is at the heart of this digital transformation, which promotes the circulation of information and […].
(Editor’s Note: Today’s article is brought to you by our friends at Kronos , a leading provider of workforce management and human capital management cloud solutions. Managing your workforce just got a lot smarter with Workforce Dimensions, a solution designed to provide both a world-class employee experience and unprecedented levels of operational insight.
I am often asked by company executives, “What is the one thing I can do to improve my organization’s culture?” The truth is that there is not simply one thing that will improve how your employees feel about what they do and who they do it for. We define culture as the collective hearts and minds of an organization. As such, there are many things that affect employees’ attitudes about their work and the company they are working for.
To keep your business running smoothly (and legally), HR needs to get compliance right every time. Our HR Compliance Checklist is your go-to guide to cover the basics and start your auditing processes, helping you identify and address any gaps in your HR functions. Remember, compliance rules can differ based on industry and location—you’ll still need to keep up with changing regulations, but our checklist can help you get started.
Today, almost every company has workers that are either remote, telecommuting, or virtual. There is incredible value in this for businesses and for workers, but the challenge comes in engaging these people that you rarely (if ever) see face to face. . In today’s conversation, Ben interviews Beth Hearn, an HR leader with PeopleStrategy who has a variety of experience working at technology firms with remote staff.
How often does the fear of failure prevent you from taking a leap of faith? Maybe you have a great idea that you’d like to experiment with at work, but you don’t feel fully supported by your team. Or maybe you haven’t yet found the courage to present your big idea to your boss because you feel they will most likely reject it. . These roadblocks that keep you from taking calculated risks all add up to one thing: a lack of psychological safety in the workplace.
(Editor’s Note: Today’s article is brought to you by our friends at Kronos , a leading provider of workforce management and human capital management cloud solutions. Kronos recently announced that, in less than a month’s span, it was named to four separate best workplaces lists by Great Place to Work in Canada, India, Mexico, and the United Kingdom.
Employee engagement is intimately tied to workplace performance and employee retention: morale improves and productivity increases while attrition rates drop. Knowing why employee engagement is important is only half the battle, however. You also need to know how to engage employees when times get tough. Learning how to engage employees can be elusive, as every workforce and corporate culture has different values and challenges.
Speaker: Amie Phillips Pablo, VP, Corporate Compliance & Privacy Officer at Novo Nordisk
In today’s complex healthcare environment, navigating third-party relationships has become even more challenging—whether it’s vendor relationships, employee activities, or patient-facing interactions. Left unmanaged, these conflicts can compromise trust, regulatory compliance, and even organizational reputation. So, how can healthcare teams stay ahead?
No matter the cause for termination, letting go an employee is never easy. It can be emotionally difficult for all parties involved and can easily turn into a stressful, negative situation if not planned for properly. While there are various items to execute when parting ways with an employee, one crucial component to any layoff situation involves defining a clear policy around layoff severance pay.
Broadly speaking, current federal workforce policy aims to bridge the needs of employers and jobseekers through training and other support measures. Is this happening and how successful is it? At a time when close to 65% of our country’s open positions require some form of higher education or post-secondary credential, it is crucial for education and workforce development partners to work together to meet the needs of employers and jobseekers.
One of the workplace-related conversations that’s happening with more frequency is focused on how new technologies such as artificial intelligence and machine learning are changing jobs. There are people who say that computers are going to take away our jobs and others who say computers are going to create new and different jobs. I’m kinda sitting in the camp of “both”, meaning new technologies are going to eliminate some positions while at the same creating new opportunities.
Mid-year performance reviews aren’t just boxes for HR to check. Paycor’s toolkit empowers leaders to: Identify high-potential team members. Boost engagement with meaningful feedback. Support struggling employees. Nurture top talent to drive results. Learn how to ignite employee potential through meaningful feedback. When you nurture top talent, everybody wins.
Most people spend a good amount of time at work, and it’s important that employees feel they are in a welcoming and caring environment. As an employer, you want to make sure that you provide a supportive work culture for your employees. When it comes to mental health and the issue of suicide, this can be difficult to navigate. The Center for Disease Control and Prevention (CDC) reports that 54% of individuals that commit suicide did not have a known mental health condition.
Although Job Task Analysis (JTA) was created to help management make hiring, promotion, wage, and salary decisions, it serves a much bigger purpose. JTA is a data-driven approach that is designed to identify the work requirements of specific jobs by providing a detailed overview of the knowledge, tasks and responsibilities that must be performed by workers in a given occupational area to successfully perform the job.
First impressions matter. Just ask the movie industry. A bad trailer, a couple of negative reviews or a poorly chosen title can doom a movie to lose millions at the box office and live out its DVD existence in the bottom of a bargain bin at Walmart.
When an employee leaves an organization, they take a lot of valuable information with them. Not only the insights about their work responsibilities or customers, but also valuable intel about their experience and the culture of the company. Leavers are in a unique position to summarize their employee experience, identify strengths and opportunities, and most importantly, share the reasons they’ve decided to leave.
Hubstaff’s new report, The AI Productivity Shift, highlights how 3,000+ professionals and 140,000+ users are transforming the way they work with AI. Adoption is high—85% are using AI—and the potential is just beginning. Teams that integrate AI into daily workflows report 77% faster task completion, 70% improved focus, and stronger results across the board.
Technology is changing the employee experience, so how can leaders best implement solutions that make the employee experience even better? We spoke with a variety of experts and practitioners about four ways leaders can leverage technology to create a better employee experience. The post 4 Ways Leaders Can Use Tech to Create a Better Employee Experience appeared first on TalentCulture.
Talent management without a talent management system is virtually impossible, at least for organizations of a certain size. Managing today’s talent is about much more than recruiting and candidate experience alone. It entails everything from finding and attracting the right people to developing, motivating and, perhaps most importantly, retaining them.
You have it down to a T: launch your annual engagement survey, analyze the results, and decide on the engagement initiatives you want to pursue. But when you present your recommended programs to leadership, they hesitate. They know you have a million other things to do — why should you revamp new hire onboarding or lead new manager trainings because of engagement survey results?
Workplace violence prevention laws are rapidly evolving, with California’s SB-553 and New York’s Retail Worker Safety Act (S-8358B) leading the way. Join WILL’s experts for a nationwide webinar covering compliance requirements, with a special focus on these key state mandates. We’ll guide you through developing and implementing effective prevention policies, building a compliant plan, and delivering the required annual interactive training.
The U.S. Department of Labor issued a final ruling today on the question of what salary level should make workers exempt from overtime pay, and here it is: If you earn less than $35,568, then starting on January 1, 2020 you must be paid overtime (time and a half) when you work more than 40 hours in a week. There’s a bunch of history that brought us here: In 2016, the federal government announced it was making major changes to who is eligible for overtime pay and raising that threshold to
Release Notes: Applicant Stages and Disqualification, Compliance Reporting and Application Template Updates. We publish Release Notes to highlight recent product improvements we’ve made so you can easily stay up to date on what’s new with ExactHire. This edition reflects updates made to the ExactHire product. The tools that employers use to source and select talent matter.
No matter the cause for termination, letting go an employee is never easy. It can be emotionally difficult for all parties involved and can easily turn into a stressful, negative situation if not planned for properly. While there are various items to execute when parting ways with an employee, one crucial component to any layoff situation involves defining a clear policy around layoff severance pay.
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