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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.
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.
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 […].
Sharlyn Lauby is an author, writer, speaker and consultant. And a friend of mine! She is president of ITM Group Inc. , a consulting firm which focuses on developing training solutions that engage and retain talent in the workplace. The company has been named one of the Top Small Businesses in South Florida. She's also an incredible, trusted, practical voice on all things related to talent.
You probably saw the headline from Amazon: “ Hiring 30,000! ” Let’s face it, Amazon is a rocketship. Have you seen the Amazon vans coming down your street? I’m 100% sure the “Amazon Guy” who drives the van in our neighborhood stops by our house about 250% more times then the mailperson stops by our house! I’m not actually surprised they have 30,000 openings, but I am surprised that they only got 200,000 applications!
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.
Recruiting can be a tiring and nerve-wracking process. We all are aware that hiring good employees is crucial for business success. According to some statistics, 45% of recruiters are having difficulty filling positions due to a shortage of talent. That is why finding great ideal candidates among so many applicants seems like finding a needle […].
It’s four answers to four questions. Here we go…. 1. Coworker cooks fish at work — and the smell makes me vomit. I work in a multi-floored corporate building with break rooms on each floor. Some are walled in with doors and others open into the floor. I work on an open floor and I’m far enough from the room for most smells to not bother me, except fish!
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.
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.
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.
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.
It’s five answers to five questions. Here we go…. 1. I have an awful employee I can’t fire. I am a supervisor at a facility that serves the public. Our job can be very rigorous and requires working long hours on our feet in all kind of weather conditions. It is often labor intensive and very active. One of my team, Jerry, was diagnosed with cancer a few years ago, just months after he was hired.
(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.
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.
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.
In this episode, we’re joined by a panel of DecisionWise consultants who discuss what managers can do to make sure their employees feel listened to and valued. On our DecisionWise Employee Engagement Survey , we measure how well the organization is listening by asking the following questions to employees: “I feel that I can share my ideas and opinions without fear of negative consequences.
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.
(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.
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.
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.
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.
Account-based marketing (ABM) is a key strategy for driving sustainable growth. Today, many B2B companies use ABM teams or technologies to make sales. But getting a program off the ground successfully doesn’t have to be a daunting task. Watch this webinar with Rachael Foster, Director of Account-Based Experience at ZoomInfo, and Dan Dolph, Manager of Account-Based Experience at ZoomInfo.
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.
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?
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