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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 ... 
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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
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Strong guidelines not rules - 13 key considerations in starting an employee engagement program. Via Jean-Philippe D'HALLUIN
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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" Via emonalytics
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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" Via PI Europe HQ
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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" Via Jean-Philippe D'HALLUIN
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Modern business organizations are waking up to the enormous promise inherent in employee engagement strategies in the workplace.
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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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Over the next 20 years, 81 million Baby Boomers will be exiting the workforce. Their retirement will leave a void in many organizations. This issue is here now. Do you have a workforce plan to deal with the changing demographics of your employee base?
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Famed 'leadership fable' writer Patrick Lencioni pinpoints the issue of job dissatisfaction in his latest book, THREE SIGNS OF A MISERABLE JOB. Here's the question I ask the CEOs and executives in my workshops - How many of your employees have a miserable job? Can you even answer the question? A great video describing one of my favorite books around retention - employee engagement and satisfaction. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/Blog Have you read our FREE book - You're NOT the Person I Hire? This best-selling book is available as a FREE digital download on our website.
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Everyone is able to take part in the success of the company and feel they are an integral part of the company and the work carried out within the company. Improve morale is not the only benefit of implementing successful ...
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Many businesses have been measuring employee satisfaction for years with the belief that satisfied employees are more engaged and do better work than unsatisfied ones.
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From
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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. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/Blog Have you read our FREE book - You're NOT the Person I Hire? This best-selling book is available as a FREE digital download on our website.
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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
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NeuroEngagement: Using Insights from Brain Science to Heighten Employee Engagement | Leader's Beacon
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.
Well worth a read. Via Ali Godding
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From
www
I like the distinction between Onboarding and Talent Integration
"Good article discussing both the short-term and long-term elements of integrating and working with new talent - Barry" Via Adam Shay
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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. Via Kenneth Mikkelsen
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Businesses want happy, motivated employees who are also engaged. The trifecta of employee success. So, how do we make that happen? Is it empowerment? Via Jean-Philippe D'HALLUIN
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From
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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.
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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? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/Blog Have you read our FREE book - You're NOT the Person I Hire? This best-selling book is available as a FREE digital download on our website.
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What is the No. 1 reason employees quit their jobs? More often than not, it's not about the money; it's about the environment at work.
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#1 Reason for Employee Happiness http://t.co/UaKyRUuX For more advice go to http://t.co/GiKlbmtX...
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Recognize This! – Excessively high productivity cannot be sustained without intervention. One of the major outcomes of the Great Recession is a dramatic increase in employee productivity. This is not surprising as the employee...
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