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Everyone needs feedback. Constructive feedback helps people change course and reach their goals, and recognition affirms good behaviors. Companies that institute effective feedback are more likely to help their employees, and their bottom lines, grow. There are many articles being passed around saying millennials need more feedback, especially as companies scramble to change their work culture and benefits package to drive retention and acquisition of the generation.
One of the most important responsibilities we give to managers is employee performance. Organizations ask managers to set performance standards, communicate those standards, and train employees to deliver. Creating high performance isn’t a goal; it’s a key component of a manager’s job. Frankly, it’s a big job. Sometimes, it’s easy to forget that. We talk about “Managers need to do this…” or “Managers must do that…” Truth is, managers need to focus on creating the conditions for high performance.
Onboarding is an important piece of the hiring process, and one that more and more leaders are working to improve in their organizations. Onboarding starts before the first day and carries on to the job offer, new hire documentation, training and goal setting for performance management. Though it is such an integral part of any new hire’s development, the conversation usually focuses on those employees who are entry or associate level.
Dear ReWorker, We have just over 50 employees, so we are subject to FMLA. An employee had a baby a couple of months ago and went on maternity leave. We were all 100 percent sure that she would quit to stay home with the baby. Her husband has a good job and her sisters are stay-at-home moms. So, we started working on replacing her. We hired her replacement and she's great!
Ensure your mid-year performance reviews are focused, productive, and growth-oriented with this practical checklist from Mitratech Trakstar. Designed for HR professionals, people managers, and team leads, this guide walks you through the full review process—from pre-meeting prep and feedback collection to action planning and follow-up. It also includes tips for creating a comfortable and effective review experience, plus ways to leverage tools like self-evaluations, PIPs, and development plans.
Your schedule forms the backbone of your daily business operations. Since payroll is one of the biggest items in your budget, the way you staff your shifts makes a huge impact on your bottom line. You also need to have protocols for when and how the schedule is displayed, how employees make time off requests, and how they swap shifts. It’s vital to respect the time your employees give you and your business.
Robust onboarding programs are now the new norm, or at least expected to be, in strong-cultured companies. Studies show that when you invest in a new hire’s experience in the first 90 days, their performance over the lifetime in that company is drastically higher than those without a strong orientation. Yet most programs focus only on brand new hires, overlook four important groups of people: New Parents.
Robust onboarding programs are now the new norm, or at least expected to be, in strong-cultured companies. Studies show that when you invest in a new hire’s experience in the first 90 days, their performance over the lifetime in that company is drastically higher than those without a strong orientation. Yet most programs focus only on brand new hires, overlook four important groups of people: New Parents.
Summertime means great weather and bus, train, or plane trips to even better weather and adventures, and if you’re like me, you’ll find yourself on a beach with a book in hand. When I take time off work to go on a vacation — a real one, where I’m not checking email every five minutes — I come back to work refreshed and ready to take my projects to the next level.
I know sometimes it sounds like a broken record to talk about employee engagement. Truth is, for all of the conversation, it doesn’t appear that organizations are moving the needle. Gallup has been tracking employee engagement since 2000 and, for the most part, the numbers have stayed pretty consistent. Less than one-third of employees are engaged in their work.
While the employee onboarding process should instill confidence in new hires, it goes beyond warm fuzzies. You and your team are preparing the new employee for the reality of the job. Give them the wrong idea about your company or their position, and you will see a quickly exiting or disengaged hire. Aside from the critical steps of the employee onboarding process , your team should be using your company culture and values to inspire a unique experience.
This article was originally published under Jeff Miller’s column “The Science of Workplace Motivation” on Inc.com. A simple Google search for " What do Millennials want at work? " serves up around 15 million results. Needless to say, there's no shortage of advice on (or critiques of) Generation Y and the many ways organizations should cater to their perceived needs.
To keep your business running smoothly (and legally), HR needs to get compliance right every time. Our HR Compliance Checklist is your go-to guide to cover the basics and start your auditing processes, helping you identify and address any gaps in your HR functions. Remember, compliance rules can differ based on industry and location—you’ll still need to keep up with changing regulations, but our checklist can help you get started.
As more organizations climb up the HR analytics maturity curve , we continue to see new success stories coming from data-driven HR leaders who strive to move the needle on business outcomes. Whether it’s a video game developer using analytics to make headcount predictions, or a social media giant using data to determine the ROI of a new parental leave policy, the common thread is this: evidence-based HR functions can drive organization-wide change.
An employee’s success at a job can’t be predicted by his or her resume and experience. That piece of paper doesn’t tell you the full story. Sometimes, an individual’s soft skills or personal habits are a better indication of their aptitude and potential to succeed. If you can identify these common traits that successful employees share, you can find high-quality employees who will help your company thrive.
Depending on where in the country you live, the summer months are either a reward for suffering through below zero temps and blizzards all winter (ahem, Chicago) or a brief punishment of 120-degree days for having beautiful, mild weather the other nine months of the year (we’re looking at you, Phoenix). No matter where you call home, summer is a popular time for employers to offer unique perks.
Mr. Bartender mentioned what is believed to be an old Chinese Proverb the other day. “The best time to plant a tree was 20 years ago. The second-best time is now.” It reminded me that the same philosophy applies to employee engagement. The ideal time to deal with engagement was decades ago. Developing organizational culture takes time. Training managers takes time.
Speaker: Amie Phillips Pablo, VP, Corporate Compliance & Privacy Officer at Novo Nordisk
In today’s complex healthcare environment, navigating third-party relationships has become even more challenging—whether it’s vendor relationships, employee activities, or patient-facing interactions. Left unmanaged, these conflicts can compromise trust, regulatory compliance, and even organizational reputation. So, how can healthcare teams stay ahead?
Close your eyes. Think of a time when you were busy and needed to hire a lot of people. Were you concerned with candidate experience? Of course you were. Were you wary of long interview times and ensuring you hired for technical and cultural fit? Absolutely! Did you have your onboarding process mapped out before you sent out the offer letter?
By Keith Ferrazzi This is part of our CHRO Community Series , which highlights big ideas from CHROs working to push the boundaries of HR and transform their organization for the better. Our first mini-series focuses on improving feedback operations within organizations. We all know the importance of honest and actionable feedback. The head coach of University of Louisville basketball Rick Pitino perfectly summed it up when he said, "Excellence is the unlimited ability to improve the quality of
The coaching industry is booming. In the last 10 years, membership of the International Coach Federation (ICF) has more than tripled. Estimates put the number of professional coach practitioners worldwide at more than 50,000 and growing. According to the ICF’s 2016 Global Coaching Study, the annual revenue from coaching is estimated at $2.35 billion.
It seems like nearly every company I’ve worked with is struggling to attract and retain strong technical resources, whether their organization competes in the technology space or not. We can chalk up the demand to the advancement of science and technology’s role in nearly every industry, service, and product out there—combined with a shortage of the necessary STEM (science, technology, engineering, and mathematics) talent to support those needs.
Mid-year performance reviews aren’t just boxes for HR to check. Paycor’s toolkit empowers leaders to: Identify high-potential team members. Boost engagement with meaningful feedback. Support struggling employees. Nurture top talent to drive results. Learn how to ignite employee potential through meaningful feedback. When you nurture top talent, everybody wins.
Learning is a key part of work, and science says it will continue to be vital in the workplace of the future. Without strong Learning and Development (L&D) programs, employees may have a harder time being productive, moving up in the organization, and contributing to financial performance. Additionally, it can also lead to lower employee engagement and increased turnover.
I was recently at a conference where a senior vice president of human resources said, “The war for talent is child’s play. Candidates are coming to interviews with 8 or 9 job offers and asking, ‘What are you prepared to offer?’”. Now I must admit, that might not happen in every geographic region or in every industry. But we all know that there are companies with some real recruiting challenges.
An onboarding program is essential to the success of new hires. It ea ses the new employee’s transition into the organization and lays the groundwork for their employment. There are a number of ways to approach the development of your company’s onboarding program, all of which should align with the culture and values your organization holds. However, the onboarding program should also speak to the unique individual who is joining, touching on their own concerns and potential challenges.
This article was originally published under Jeff Miller’s column “The Science of Workplace Motivation” on Inc.com. Almost everything we do (or don't do, for that matter) at work can be traced back to motivation : It's the reason some employees are engaged , others are disenchanted and still others are actively looking to leave. It's the reason some of us love going to work, and the reason some of us hate it.
Hubstaff’s new report, The AI Productivity Shift, highlights how 3,000+ professionals and 140,000+ users are transforming the way they work with AI. Adoption is high—85% are using AI—and the potential is just beginning. Teams that integrate AI into daily workflows report 77% faster task completion, 70% improved focus, and stronger results across the board.
Young kids speak the truth, as anyone who’s ever been called out by a preschooler can tell you. I’ll never forget the time my three-year-old son looked at me with his innocent, big brown eyes and said, “Mama, you told me that’s a bad word. How come you just said it?” Nothing shines the light on a failed role model opportunity faster than being called on the carpet by a person who barely reaches your waist.
It seems that we can’t turn around today without having a conversation that touches on employee engagement. Yet despite all the attention, it hasn’t really moved the needle. In the time that Gallup has been measuring engagement, it hasn’t changed–engagement levels are hovering right around 30 percent. At the same time, Google data shows that there’s been a steady climb in searches and interest in the topic for the last five years.
Editor’s note: Engagement surveys are a mainstay in the arsenal of HR tactics. However, in spite of numerous innovations in engagement tracking, such as tools that help companies measure engagement more easily and more often, the engagement process alone still can’t answer the question: “How does engagement actually affect workforce and business outcomes?
I’ve always read that the number one concern of CEOs is recruiting and retaining talent. At this year’s Great Place to Work Conference , I heard from several CEOs that the speed of change was keeping them up at night. Don’t get me wrong, I don’t believe they were saying that recruiting and retention weren’t important anymore. My take was that recruiting and retention are a given.
Workplace violence prevention laws are rapidly evolving, with California’s SB-553 and New York’s Retail Worker Safety Act (S-8358B) leading the way. Join WILL’s experts for a nationwide webinar covering compliance requirements, with a special focus on these key state mandates. We’ll guide you through developing and implementing effective prevention policies, building a compliant plan, and delivering the required annual interactive training.
Age can be a sensitive subject, no matter where (or if) it’s broached. At Justworks, we believe that the most vibrant workplaces are cultivated through inclusion of people across many generations. That’s why we've created DECADES, a new series to facilitate open and honest dialogue about ageism in the workplace. Our inaugural event takes place on July 25th, with the theme of investing.
Overqualified candidates often pose a difficult challenge: experience, knowledge and self-sufficiency can be a big draw, but potential risks of boredom in the workplace and high turnover are enough to put any employer on edge. One out of every four workers with a bachelor's degree is overqualified for their job, according to a recent study , which means HR executives are likely to encounter this issue across a variety of positions and departments.
Companies have been investing resources into raising the engagement of their employees for years, but despite their best efforts, many of these companies just don’t see the results they were hoping to achieve. In some cases, companies will even score high in the engagement category, but the company still suffers from the less-than-ideal performance.
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