Understanding the Shift from Employee Engagement to Employee Experience

Human Workplaces

Last year at this time, Maddie and I were putting the finishing touches on our book, The Non-Obvious Guide to Employee Engagement. One reason we tackled the employee engagement topic is because our huge, collective failure to improve engagement over the last two decades.

Data 63

Should Big Data Be Used To Measure Employee Productivity?

SAP Innovation

With the amount of interfacing we do with technology growing rapidly and exponentially, it has become easy for companies to track and collect data related to our behavior. Under what circumstances might employees care? Does the job relevance of data collected matter? 2001).

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

9 HR Concepts and Terms You Should Know

Digital HR Tech

What’s in: Engagement Job demands-resources model Strategic Human Resource Management HR analytics Employee turnover Applicant tracking system HR report Employee experience 360-degree survey. Engagement. The first term every HR generalist should know is engagement.

Firsthand Validation: People Before Numbers Works

HR Management

It’s what the shareholders and other stakeholders demand – but where do the people making this happen – the employees – fit in this scenario? reports in “The State of the American Workplace” that ” employees who are engaged are more likely to improve customer relationships, with a resulting 20% increase in sales.” So how can employers ensure their employees are engaged? What is their role in creating engagement?

Hiring Right – Fine Tuning Your Recruiting Efforts to Avoid Mis-Hires

Vibe HCM

All best-in-class organizations (defined as top 10% on employee engagement) have detailed processes for hiring and vetting candidates that applied detailed scrutiny. Recognize that you can always train for technical skills, while you cannot easily “teach” engagement or attitude.

Sustainable Cultures Built By Managing Differences

HR Management

We previously focused on How would employees describe your culture? If leadership has little or no insight and understanding into the workplace characteristics and differentiators of their employees, no attempt to introduce a healthy culture will succeed. Use a scientifically validated data-gathering tool to understand individuals. Employees want to have a good – no great – experience at work. That is, culture and the role leadership has in shaping it.

How Would Employees Describe Your Culture?

HR Management

How would employees describe your culture? A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International. The company and its network, online and off, is a behavioral data and technology solutions business that helps individuals and organizations discover and leverage strengths. Culture is the personality and character of your company. The culture is toxic. Leaders are the worst.

Invest In and Trust Your Workforce

HR Management

In return my employees are happier and loyal. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International. The company and its network, online and off, is a behavioral data and technology solutions business that helps individuals and organizations discover and leverage strengths. Remote work is really about trust. Are they doing their job? Are they slacking off?

Fine-tune hiring with pre-hire assessments

HR Management

Pre-hire assessment tools help companies know, engage and grow their employees at a deep level, which allows them to develop plans and best utilize strengths to increase productivity. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International.

I did pre-hire assessments: What’s next?

HR Management

So, with the cost of a bad hire reckoned by some in the recruitment industry to be in the region of $240,000 per employee including salary, onboarding and training, getting the interview process right is crucial. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International. Having selected the candidates — which we talked about last time – then come the interviews.

Is my style of leadership burning my people?

HR Management

Even the smallest organization should invest in a scientifically based data gathering process to know, engage and grow their people. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International. The company and its network, online and off, is a behavioral data and technology solutions business that helps individuals and organizations discover and leverage strengths.

Diversity and inclusion make teams great

HR Management

It will highlight communication styles, which helps build a more engaged and productive workforce. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International. The company and its network, online and off, is a behavioral data and technology solutions business that helps individuals and organizations discover and leverage strengths.

Leaders win by putting people before numbers

HR Management

When people know they come before numbers and see their leadership demonstrating a real sense of responsibility to staff, they are fulfilled and engaged, and success follows. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International. Leaders win by putting people before numbers. By Hugh Massie. Our greatest asset is our people.

5 Things Most People Get Wrong About Business Loyalty

SuccessFactors

In business, there is nothing more basic to success than having loyal customers and employees. Frederick Reichheld wrote a bestseller about loyalty in 2001, The Loyalty Effect, laying the foundations and scientific proof for loyalty as the ultimate path to growth and prosperity.

Why ‘Behaviorally Smart’ Teams Work

HR Management

When senior leadership understands the natural behavior and inherent talents of their team members, engagement, trust and success follow. These are among the reasons to understand every team member (employee), taking the time to build optimal teams from the proverbial ground up. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International.

Engaging to Earn: 3 Ways Engaged Employees Boost the Bottom Line

CultureAmp

The impact of workforce engagement on a businesses’ bottom-line is measurable and very, very real. Now, there is a wealth of evidence showing that engaging your workforce does more than improve attentiveness and satisfaction—it enhances organizational performance. [1]

Addressing 2015’s No. 1 business challenge:

HR Times

How are you keeping employees engaged and on board? Culture and engagement issues rose sharply in prominence to become the No. Culture and engagement: The naked organization. Figure 1: Quit Level of Employees vs. Unemployment Rate 1. Understand employee motivations.

Top 7 Compensation Consulting Firms for Any Sector

Astron Solutions

Issues with retention are particularly common among growing organizations, and employee compensation is often the major perceived contributor to high turnover rates. Why Employee Compensation Strategies Matter. Astron Solutions’ Top Employee Compensation Services.

The Heartbeat of the Organization

Conversation Matters

Increasingly employees do not go into the office to get their work done – they are able to work quite effectively from a remote site. And both note, that if they required employees to relocate they would lose critical talent. “It It is the talent that matters,” observes James Brooks Director of Employee Engagement, at Cisco. “We Hewitt’s 2 study estimated cost savings of $2000 per employee. Crown Business, 2001. . .

AON 68