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Virtually looking over employees’ shoulders isn’t just bad for privacy. Research shows it could also be bad for business....
Employee involvement – and its relationship to job performance and retention of talent – is an issue that has become increasingly popular with HR professionals. However, the implementation of gamification in the enterprise or the creation of a recreation room does not have to be the...
It became the latest major tech company to embrace a remote work culture.
Discover the challenges HR experts have identified with implementing cultural change in an organization and how to overcome them.
Its usefulness as an internal marketing tool has never been greater.
Creating an open and employee-friendly workplace is a priority for many organisations in today’s competitive jobs market.Companies have recognised that sa...
Remote work isn't just about making sure your team members have the right technology and security. Keeping your teams engaged is vital to success.
Learn why frequent praise and appreciation benefits any company’s performance management.
Flexible work is here to stay. Where we get our work done is less important than how we get our work done....
If you are trying to increase employee engagement or attract better team members consider these strategies that Trader Joe’s uses with great success.
Blanking on employee rewards? Here are 65 creative ideas to help you engage employees and improve organizational culture.
Brené Brown studies human connection -- our ability to empathize, belong, love. In a poignant, funny talk, she shares a deep insight from her research, one that sent her on a personal quest to know herself as well as to understand humanity. A talk to share.
Many organisations are keen to reduce the effort that managers and employees put into performance management, but research suggests this doesn't make systems more effective.
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A top company starts with a top team -- here's what you need to know to build one.
As employees around the world embracethe Worlds Largest Work-From-Home Experiment theyre also experiencing the new levels of stress that come with wor...
As millions of workers have transitioned into working from home over the past few months, state and local governments have, in turn, issued COVID-19 restriction mandates that require employers to adapt accordingly.
According a research made by Oxford University – employees are 13% more productive when they are happy. Many companies have already understood this and have started to focus more of their efforts to keep the employee satisfaction score high.
Evidence-based insights and practical tips can help you improve your remote meetings.
When you as a leader are disengaged, it causes your employees to be disengaged.
At Maven Wave, building a partially remote workforce that feels just as much a part of our close-knit team as the onsite employees have been integral to our success as a company. Every year, we win awards for our culture and growth, and we’ve learned a lot of lessons along the way.
You want to feel excited to go into the office after COVID-19. The office you spend your time in every day plays a huge role in that. Here are five work culture trends that improve employee productivity and satisfaction.
Team building activities will not only boost employee morale, productivity and open communication but it can dramatically increase the success.
5 tips for keeping employee morale high through virtual recognition.
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.
When your employees build strong relationships with the people they work with, they’re more likely to put in effort, keep everyone updated about what they’re working on, and feel inspired to produce their best work.
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I keep seeing articles showing a trend for companies to be monitoring how much and where employees are spending their time - NSA type monitoring.
Something doesn't seem right about these attempts? I've always been a big proponent of not measuring screen time, but rather setting mutually agreeable outcomes, deliverables, metrics, and KPIs.
The problem is when managers don't want to invest the time to define success, then we are left with the fallback position of measuring hours and screen time.
What's going on in your organization?