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HR has the opportunity to make significant impact through and beyond the pandemic....
We often spend more time with colleagues than we do with family and close friends, which is why so many of our friendships are with coworkers. They share our experiences and can be a source of support…
If you are trying to increase employee engagement or attract better team members consider these strategies that Trader Joe’s uses with great success.
The smartest executives know that employee engagement surveys are not superficial exercises to solicit high scores to parade around town. The primary purpose of measuring employee engagement is to discover the truth about what’s helping or hurting your employees’ engagement.
The truth is employee satisfaction can be considered a thing of the past.
Companies should improve their performance management process to acknowledge employee performance and contributions.
Transparency is a key contributor to employee happiness.
Bonusly partnered with HR.com to to survey employees across the United States about their thoughts and feelings about workplace engagement and recognition. Here's your State of Employee Engagement in 2019 report!
Employee Feedback is necessary to know whether your employees are satisfied or not. eNPS is the most reliable metric to measure Employee Satisfaction.Let's learn about eNPS...
Why is employee engagement important? Here are 11 statistics that show why increased employee engagement has significant business impact.
When we measure happiness, we're measuring 8 different components in the employee’s experience to determine how they might impact your customer experience.
"It's tough out there," for food-service employers, one exec admits, yet the chain thrives in part by being intentional about giving thanks.
Relationship building is an essential piece of employee engagement. Read on to see why relationships matter and why organizations should measure them.
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We often spend more time with colleagues than we do with family and close friends, which is why so many of our friendships are with coworkers. They share our experiences and can be a source of support…
It became the latest major tech company to embrace a remote work culture.
There are many ways to improve employee engagement, even during a crisis. In the article, we gathered the most effective ones. Almost all of them are free.
Discover what organizational culture is and the techniques you can use to build a culture that leads to improved productivity, retention, and profitability.
Is your team satisfied? Meaning, are they showing up and going through the motions? Or, is your team engaged? Meaning, do they want to be involved and...
Here are 12 engagement strategies to drive long-term value for your organization.
Over the last two decades, Gallup reports the percentage of employees disengaged at work has averaged 70 percent.1 And it’s been costly. Disengaged employees have 18 percent lower productivity with profitability being 15 percent lower.2 When put into dollars and cents – “an actively disengaged employee costs their organization $3,400 for every $10,000 of salary, or 34 percent. That means an actively disengaged employee who makes $60,000 a year costs their company $20,400 a year!
Are you only celebrating Employee Appreciation Day once a year? If so, you're missing a lot of opportunities to strengthen culture and engagement. Try some of these tips to help your team feel appreciated and recognized.
Employee engagement has recently been a major topic for leaders. Learn about its benefits and how personalized appreciation keeps employees engaged.
“We have a great culture.” We have all heard it. We have all said it. But what does that mean? Ping-Pong tables, free meals, and beer on tap? No.
Here's a look at some of the ways frequent employee appreciation throughout the workplace can cause a positive spiral effect.
Looking for evidence to prove that employee engagement actually works? Explore our top employee engagement statistics to support your case.
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Tracy writes about the role HR can play in driving signficant change for organizations to be more successful. I agree this is the role HR should be playing. Unforunately, I see it less than 5% of time when interviewing HR executives in my executive search practice. CEOs dream of having an HR leader who can do what the author describes - why do most HR execs constrain themselves to the role of admin instead of a strategic force?