Hiring top talent is only the start. Now you have to work hard to keep your very best talent. Most companies stink at structured and systematic retention of their top performers. Discover how to prevent turnover and keep your best people.
Engagement is not just a buzzword in corporate world alone, it’s everywhere; engage your customers in the business world, readers and viewers in the media world.
Engaging a community has become far more obvious with the emergence of social media tools like Facebook and twitter and with people effectively utilizing it. People are connected with a click of a button however distant they might be.
But why are we not able to connect or engage our own employees who we interact with everyday?
Corporations are starting to embrace technologies used to monitor employee Internet use, with 60% expected to watch workers' social media use for security breaches by 2015, according to a new report from Gartner.
Build better relationships with employeesSacramento Business JournalAs an executive coach and people strategist, I have witnessed the performance, health and cost benefits that occur when employees are satisfied and well-regarded in their jobs.
Breaking off the engagement: Study shows that even loyal employees become ...Phys.OrgAll businesses want "engaged" employees -- those who are committed to the success of the company and are willing to go the extra mile to see it flourish.
Research is clear, organizational cultures where conflict is ignored or managed poorly are sure to experience higher levels of absenteeism, presenteeism (absent even while at work), accidents, lowered productivity, turnover, ...
What's the old adage - You are what you tolerate? Do you allow or encourage uncontrolled conflict within your organization? - Barry
This is a facsinating article looking at engagement through a neuro-science lens.
As well as being in the employee engagement profession I am also an avid reader of the new scientist and a Neuro Linguistic Programming master practitoner so exploring engagement from this perspective made it a brilliant for me. It takes further steps forward in explaining the 'why'' of employee engagement. If you are interested in getting under the skin of this topic then this is a great place to start.
If loyalty is defined as being faithful to a cause, ideal, custom, institution or product, then there seems to be a certain amount of infidelity in the workplace these days.
Every company is out to change the world and, yes, has blue-chip investors. Your company's reputation among potential job candidates can help you stand out.
Most companies do a terrible job projecting a compelling reason why a candidate might want to join their company. In this article by Keith Cline on Inc., he lays out some of the issues around creating a brand/reputation for recruiting.
Have your employees been doing a good job at work lately?
The blog author of this article talks to the importance of providing recognition to your employees. In our research over the last 25 years, we've seen a direct correlation between strong non-monetary reward and recognition systems and employee satisfaction, employee engagement, and employee motivation.
Do you have a structured and systematic non-monetary reward and recognition system?
"Who owns employee engagement?" More than half of the leaders surveyed said the organization does. But 100% of the highly engaged employees said they owned their own engagement.
What are the factors that create a highly engaged employee, and how do you become one?
"It is an important part of the employer/employee relationship. Effective onboarding programs promote a number of benefits, including greater employee satisfaction, better job performance, greater commitment to the company, ...
Another article on the importance of onboarding which many companies - especially in the small business and entrepreneurial sector IGNORE - Barry
Managers cite performance evaluations as one of their most disliked tasks, and employees aren't usually fond of them either. But what if you could turn evaluations into a tool that would unleash the power of performance in ...
Paul Alofs recently wrote a strong piece on Fast Company's blog regarding what he believed to be the 8 rules for creating a passionate work culture. These rules touch on everything from hiring, to work/life balance and even ...
The key is how to engage your entire workforce continually to be passionate. What steps are you taking? Do you have a structured and organized plan for accomplishing this task? What's your first step in the next 90 days? - Barry
Many companies struggle with designing the right programs to effectively orient employees to the many facets of their roles.
"Not integrating or on-boarding new employees can easily lead to lost productivity, poor performance, mixed results, and a hiring failure. The vast majority of companies stink at rigorous and systematic on-boarding of new employees - Barry"
How can you incentivise and retain employees when you are being impacted by organisational cost cutting measures? Happening People offer you 'Our Top 5 for Incentivising and Retaining your Staff.' 1. Decide who will be ...
"Companies give lip service to the idea of improving morale, satisfaction, recognition, and engagement. Without specific tactics and programs, it falls on the shoulders of those managers who take an interest in these areas. Companies will never succeed with retaining good people until it becomes integrated into the fabric of the culture. - Barry"
The single most important factor in employee engagement is an employee's relationship with his or her direct manager.
Return messages quickly - Be on time for meetings - Express appreciation for a job well done - Take a genuine interest in your employees - Be there
"I agree with this statement - in my travels of executive search for 25 years and leading workshops for retention and top performers to over 40,000 CEOs and executives - the direct relationship between supervisor and subordinate is the most important element of employee satisfaction. Yet, many companies ignore this issue for training, development, reward and recognition programs - Barry"
Should companies return to their pre-recession approach to talent management or significantly change the way they manage talent? It is definitely not time to go back to business as usual.
In this article by Edward Lawler on the Forbes website, he blasts human resources for not being flexible enough to manage talent in a changing environment. Unfortunately, he doesn't specifically identify what human resources is doing wrong, nor does he describe in depth what human resources should be differently - expect for the generic concept of being more "flexible".
What are your thoughts on this article? Is it clear that he's identified a core issue in hr management, or has the article missed by being too generic?
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