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
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.
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.
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
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.
Speaker: Matt Sunshine, CEO at The Center for Sales Strategy
AI isn’t replacing salespeople—it’s empowering them. The most forward-thinking sales organizations are using AI to enhance human performance rather than eliminate it. From coaching and messaging to prospecting and pipeline accountability, artificial intelligence is giving managers and SDRs the new tools they need to work smarter, sell better, and close more.
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.
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.
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.
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.
Listen to our interview with Sophie Wade in the WorkHuman Radio episode embedded at the top of this post. Traditional, linear careers are over. Comprehensive career design overhaul is an opportunity to take a new approach to developing employees’ careers to: Adapt the fixed structure for new marketplace demands. Use the contributions of employees themselves.
A key theme during this year’s Great Place to Work Conference was developing talent. Are organizations asking their managers the question, “What are you doing to develop talent? And specifically, your replacement?”. You know I’ve always felt the primary role of a manager is to hire and train their replacement. It goes without saying that a big interrupter can occur in company culture when there’s a change in management.
In today’s rapidly shifting workplace landscape, this presentation explores how Human Resources professionals can lead the transformation toward inclusive, equity-centered practices that don’t just align with organizational values but drive innovation, retention, and long-term profitability. Framed through the concept of the economics of belonging, we’ll examine how inclusive design across hiring, development, and leadership pipelines creates measurable value for both for-profit and nonprofit or
Maybe Franz Kafka had it right: “In a fight between you and the world, bet on the world." The accelerating pace of innovation has humbled nearly everyone, even the experts. Just a few weeks ago this headline caught my attention: " J.Crew's Mickey Drexler Confesses: I Underestimated How Tech Would Upend Retail." You might not recognize the name, but Drexler is a legend in the retail industry.
If every individual in an organization understood how to successfully exploit each opportunity they were given, the culture that would be created would produce sustainable success for the enterprise. Individual success would beget constant performance improvements for the organization and a guarantee of long term health. The problem is, however, most individuals don’t understand how to deal with a change in opportunity or position in the hierarchy.
The driving force behind any strategic plan is the vision statement. This article is an attempt to guide you through the process of framing a vision statement with examples to help you with. A Few Things for Getting Started. This article is a mere guideline to help you frame your vision statement, as not every pointer may apply to every organisation alike.
AI is reshaping the business landscape, including HR. This guide is designed to help you understand and implement AI effectively for tangible benefits and a more strategic approach. Learn how to: Automate routine tasks Boost data insights Enhance employee experiences Drive HR’s strategic value Download the guide today!
Having goals can be an important component of growth and success. However, when we strive towards perfection and ignore balance, we may be limiting our progress.Perfectionism can be more of a hindrance than an aid when it comes to overcoming challenges. Respected educator and positive psychology expert Tal Ben-Shahar suggests that by shifting mentality from perfectionism to optimalism we can be more flexible, resilient and effective in the pursuit of our goals.
If you want to swiftly boost the success of your business, you should create best practices for your employees to follow. When companies put best practices into place that ensure the customer is always the center focus, they soon see their businesses start to grow. People will continue to come back when you treat them well. Here are five smart best practices to put into place to engage customers and grow your business. 1.
Recruiting top talent becomes increasingly difficult thanks to evaporating borders and ever-increasing efforts by a given company’s competitors to score hiring coups. Customer journey mapping is a well-known process that grows increasingly more important for online marketing efforts in today’s digital marketplace. Recruiting job candidates, which has become more challenging in recent years, can also benefit by mapping the candidate experience.
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?
Business is all about speed and efficiency, and finding ways for workers to get things done as fast as possible without sacrificing quality. By removing barriers and inner bureaucracy, companies can eliminate downtime, making employees more effective without using incentives. Learning is one of the main aspects that businesses must focus on to enable and empower employees to be more effective and drive revenue growth.
As a business grows, there will come a point where everything can’t be done by just one person. Sooner or later, the help of another employee is necessary to further the company’s success. Hiring your first employee can be a vague and daunting task. This action should be dealt with extra caution as it can be costly to commit to another person’s salary and benefits.
We have all encountered that guilt and disappointment when we eventually give up on a goal after floundering with it for some time. It’s quite challenging in fact to sustain motivation, especially when trying to hit a longer term goal. Consider the popular News Year’s Resolution. Only 8% of those that make resolutions actually achieve their goal.
When culture isn’t consistently lived out across the organization, engagement suffers—and it often starts with a disconnect at the top. In this session, Beth Sunshine, SVP of Up Your Culture at The Center for Sales Strategy, will reveal how HR and executive leaders can close the gap between vision and execution by equipping frontline and mid-level managers to become culture carriers.
Transitioning from individual contributor to manager is a big career move. Focus shifts from concrete deliverables to people development, which requires an entirely new set of skills. In many people’s minds, becoming a manager is a necessary step to advance their careers, but as Ron Bell states, “Everyone should aspire to continuous improvement; being a manager isn’t the only way to do that — or the only way to lead a fulfilling career.”.
“Company culture shapes every minute of the workday and every decision that is made.”-Taylor Smith, CEO & Cofounder of Blueboard. What is culture? I consider it the collective mindset and attitude of your employees about what they do, which manifests itself in how they do things; in other words, their actions and behaviors. These behaviors manifest themselves in their interactions with your company, your customers, and other associates or staff.
Being a leader carries much responsibility, including the foresight of knowing when it is time to pass the torch. At the moment, there are about 10,000 baby boomers retiring every day, meaning you are not alone in thinking it’s time to move on. The following are some things you should think about before retiring. Also read: Mentoring and Finding Purpose.
Outdated payroll processes can slow operations, increase risk and affect retention—especially in today’s competitive labor market. This in-depth white paper offers executive decision-makers a practical guide for transitioning to fully electronic pay without increasing complexity or sacrificing compliance. For HR, payroll and finance leaders, this paper explores how a unified payment platform can make the shift to digital wage payment not only possible but preferable, for both employers and emplo
We stand at a technological turning point when it comes to learning and development (L&D). Though L&D may not be the flashiest of topics compared to creating shiny new products, it has risen sharply in priority worldwide. According to the 2017 Deloitte Human Capital Trends Report , the issue of improving employee careers and transforming corporate learning was rated “important” by 83% of executives, and “urgent” by 45%.
In 2011, I drafted my first blog post entitled: Gen Y Has it Right. I wrote the post because of discussions claiming that Millenials were completely different from other groups at work. On some level, I thought this was an excuse to ignore workplace elements in dire need of revision. On another level, there was a clear lack of respect for one important principle: individual differences.
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.
218 
.jpg)
Let's personalize your content