This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
Complimentary Webinar Sponsored By HalogenSoftware. Unlocking happiness at work: Strategies to fuel purpose and performance. She draws on two decades of scientific research, data and case studies to prove that happiness can fuel higher performance, instill a greater sense of purpose in employees, and truly engage employees.
By Dominique Jones, VP of Human Resources, HalogenSoftware. Research conducted by Gallup found that those with a “best friend,” at work, are seven times more likely to be engaged in their jobs with a subsequent positive impact on workplace safety, productivity, and customer service. But, there is a dilemma.
Many companies look at employee development as a way to increase employee engagement. A joint research study by Brandon Hall Group and HalogenSoftware reported that more than two-thirds of high performers “use cascading goals to connect business and learning objectives, while only half of everyone else uses them.
Provide opportunities for employees to do what they are good at. But I was proffering the idea that managers should want the same things for their team members as most parents want for their children. Specifically I was suggesting good managers should…. Provide opportunities for employees to do what they enjoy.
Detractors rate this question as a 6 or lower and indicates they are unhappy or unsatisfied at their company. A study from The Wall Street Journal found for every five employees who quit, another employee left the company within six months. However, it's important to dive a bit deeper if absenteeism is an issue at your company.
Most likely, we’ll be looking at revenue goals, costs-related goals, market share goals, customer satisfaction or return on capital. As the CHRO, I’ll be looking at what drives customer satisfaction. increase in engagement among employees at a particular store. Shaswat Kumar, partner, Aon Hewitt via Business Standard.
These tools give employees a voice, allowing them to share their honest opinions about their experiences at work. A study from The Wall Street Journal found that for every five employees who quit, another employee left the company within six months. However, its important to dive a bit deeper if absenteeism is an issue at your company.
We organize all of the trending information in your field so you don't have to. Join 318,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content