“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.
Millennials at work and many others all have an idea of what work burnout is but what are the tell-tale signs you or someone else is experiencing it?
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.
The debate over the employee benefits and compensation ramifications of paying versus not paying your interns is still raging. Unlike many other debates currently being argued in various spheres in the United States however, it’s fairly easy to look across the battlefield and see the perspective of the other side.
‘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.
When it comes to well-being in the workplace, which extends to one’s personal life, there are two key points to consider. One is an employee’s health. The other point is an employee’s financial health. When the two are put together, the result is a useful health and financial wellness program and a better-run company.
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.
The main measure of success in our field is employee engagement; it's the Holy Grail of the profession. Engaged employees are more productive, and productive employees are able to do things for the top line, bottom line and all the lines in between that can astonish. But most employees are not engaged by most measures.
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.
Change management is often overlooked as a crucial component of any corporate structure. Most managers and business leaders believe that the time to bring in a change agent is when processes are broken, communications have ground to a halt, and the company is losing business. But effective change management needs time and room to grow, and may need to be initiated before cracks appear on the surface.
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.
Employee communications programs and initiatives these days rely increasingly on video communication to drive employee engagement. No doubt your organization was spooked by the low employee engagement numbers coming out every year, revealing over half of your employees don’t feel engaged at work. So you invested in a video communication program to help. Engagement increased, but something’s missing. What indicator of engagement is the piece that makes your employee communications program whole?
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.
To truly embrace diversity and inclusion in your workplace, you must build employee communications that create an understanding.
Truly embracing diversity and inclusion in your workplace is more than allowing everyone the chance to speak and provide input for all situations and projects.
It's a new year, and that means a new beginning. We resolve to lose weight, exercise more, drink less and countless other things in our personal lives. But, it's also an opportune time to focus on organizational resolutions.
New-hire onboarding is not something you can do with one tool or program. No one manager can successfully onboard and welcome new employees by him or herself. It takes a team effort and aligning messages and goals from the top of your organization down to the new hires.
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.