Disruptive technologies are forever changing the way employees work and organizations function. Automation is helping manufacturers reach record-high levels of production. Wearable devices are redefining doctor-patient relationships. And lawyers are using data analytics to predict case outcomes.
Effective relationships may be the most significant key to obtaining desired results in a diverse, complex and interconnected business world. Executive leadership often looks to human resources to lead in developing the organization's culture and ensuring that its values are enacted.
The cloud is no longer a new and risky proposition for enterprise video. Cloud services have matured to the point where they can provide the same reliable, high-quality video that traditional, on-premises video infrastructures provide.
For all of these apps, the notifications are turned off and so is the button that counts the number of actions or unread messages you have. Do yourselves a favour and do the same, so that you don’t get constantly interrupted.
Changing company culture seems to remain a Gordian knot that most organizations fail to solve. To some, organizational culture is an abstract concept that eludes governance; to others, a concrete resource that serves as a competitive advantage.
It is said that you can know a man by the company he keeps. But if we’re being honest we have to admit that a company is known by the customer support and service teams that they keep in their offices. Slightly poor joke aside, the efficiency of the customer support and service teams makes a world of difference to the success of your business.
Millennials often get criticized for having an ‘entitled’ attitude, and this appears to hold true in the workplace as well. Recent reports reflect that younger workers do appear to demand more than their older counterparts. Wilson says that employers would be wise not to give up hope when it comes to engaging and retaining younger workers.
As the connection between senior leadership and frontline staff, mid-level managers are a critical resource for change management. However, if you don’t engage them effectively, these team leads can become a sticking point instead, leading to inefficient roll-out and disinterested staff.
I have recently been doing more research on technology’s impact on improving organizational design, culture and employee engagement. It seems to impact all industries in a variety of ways. Technological advancements and digital transformation are providing leaders and managers opportunities to tackle some of the workplace's most challenging and important initiatives: culture and engagement being at the top of the list.
Furthermore, Taylor said companies need to find new employees to, not only grow their business but most importantly, sustain them. He pointed to Walmart as an example. The company just announced they will pay semi tractor trailer drivers $90,000 per year as a way to bring in new talent.
“It appears as if I was not expected. There is talk of culture but several weeks in nothing about Corporate culture has been communicated to me. I must just play it by ear until the next orientation scheduled for the end of the quarter”.
When new employees join an organization, they usually have many different ideas and plans on how they can make qualitative changes within themselves as well the company that’s taken them on board. Unfortunately, there is a very big chance that prevailing organizational culture might not allow them to express themselves to the fullest. In the long run, it could lead to productivity ‘wastage’ and a disengaged workforce.
Technological advances happen so frequently that it is sometimes difficult for even the most digitally savvy businesses to keep up. However, today’s employees consider technology a critical tool in their personal and professional experience. Most workers view up-to-date technology as an integral part of their success.
We’ve seen a major shift in the perception of employee engagement from what was once an HR ‘nice-to-have’ to a fundamental driver of business success. But engaging with a modern workforce, with its new cultural values, diverse experiences and shifting expectations is a major challenge for any organization.
‘Why don’t you just stay in one place for a while, and work up the company ladder like I did?” Every millennial has heard this type of comment from a member of an ahem older generation — over and over again from family members during the holidays, from our mentors, from our parents.
Human resources experts should give HR presentations to share their knowledge and their perspective with their organization and its leaders to help keep everyone working together and advance their careers
Financial wellness: It’s an HR buzzword. But with a number of players involved — from the C-suite to benefits managers to brokers and employees — there often is confusion regarding the best kind of program, the best way to implement it and how to get employees engaged. That’s leading to a lot of discussion — but few concrete solutions.
When you write about topics as broad as benefits and wellness, it’s easy to have too many ideas and want to write about a million things at once. But that’s impossible. So these are some topics in the health and benefits space that have intrigued me these past few weeks. They relate to employee wellbeing based on compensation; the employer mandate; days off; and a wellness conference.
We get it. You’re busy running a business, your team’s under pressure and there’s a gap that desperately needs filling. But with up to 20 per cent of employee turnover occurring within six weeks of starting a role, recruitment doesn't stop when your new starter signs on the dotted line.
Human resources departments across all industries have tried to find or build effective employee benefits communications systems to help their workers navigate the confusing and exhausting world of insurance coverage, retirement and other common healthcare and voluntary benefits options. The goal of this investment and effort is to give workers the information they need to make the right decisions for themselves without spending excess time, money and brainpower on benefits enrollment.
Stereotypes about millennials abound. Read the popular press or reports of employee surveys and you will come away with the view that millennials differ substantially from their older counterparts—and even previous generations of younger workers—in what they value and expect from work.
Employee engagement videos have revolutionized the way human resource departments conduct business. If part of HR’s job is to ensure all employees have the ability to collaborate and communicate with each other and their superiors, then employee engagement software is a vital tool to open employee communication lines and build expectations.
Company culture refers to employees’ shared norms and expectations. It’s the “how we do things” of your workplace. Your dress code, office noise level and desk layout all reflect your culture. So do more intangible qualities, like how comfortable lower-level employees feel when talking to their supervisors or whether employees spend time together outside of work.
Successful organizations view their multigenerational workforce not as a bane, but as a blessing. It is imperative, not just for individual organizations but for the entire working world, to embrace the benefits of an age-diverse workforce.
Working on your most important tasks first thing in the morning is all the rage nowadays – probably because most articles say mornings are the best time for productivity.
The thing about change management is that it involves a lot of invisible work that’s hard to follow from the outside. The two things that people see in change management are the change (toward the end, if they are paying attention) and when it goes (sometimes horribly) wrong.
Leaders do all sorts of things to try to get “engagement” out of their employees, from benefits plans to foosball tables. But they may not have given much thought to what “engagement” actually means, which is why they might be scratching their heads when employees still aren’t performing well, or leave outright.
Onboarding can be make-or-break time for companies when it comes to keeping and retaining employees. But a new survey indicates there’s a lot of room for improvement - enough that one in three workers say an awkward first date is preferable to attending onboarding orientation for a new job, according to a survey by cloud computing company ServiceNow and reported by Ladders.
It’s no mystery that with the new era of workers, human resources is challenged with redefining their skillset. The new generation of workers is transforming the workforce forcing businesses to create new strategies creating a more personalized connection between employers and employees and a more automated approach to the routine tasks.
Blockbuster movie and TV producers and songwriters know what grabs their audiences by the heartstrings. So do great marketers.