Just because your organization offers professional development does not mean employees will participate in it according to a recent set of online surveys conducted by Harris Poll on behalf of the University of Phoenix® School of Business.
It’s now widely agreed that the more autonomy and ownership employees have the more motivated they’ll be. At the same time, there has been little talk about how exactly managers can implement this in practice.
Many employees have begun to “consume” work the way they choose a movie streaming service. Their job has become a “subscription” that can start and end at will. If they find a better deal, upgrading supersedes any existing commitments. Subscription employment is an unprecedented challenge for Human Resource (HR) departments, and it calls for new […]
HR professionals are charged with keeping employees comfortable, productive, and engaged. As national politics increasingly distract employees from their work, some managers turn to policies or guidelines regarding political expression in the workplace to mitigate these issues.
How much do you really know about your employees’ professional goals? With the fast pace of today’s business world, many managers opt for a simple “how are you doing/how’s the workload going” weekly, biweekly, or even monthly check in. Even if you’ve cultivated an open door policy, encouraging employees to come to you with concerns, […]
Ah, the annual (or semi-annual) performance appraisal. One of the few rituals of work life that’s loathed in almost equal measure by employees, managers, and HR alike.
Faced with the challenge of satisfying a more demanding employee population, managers will be responsible for using this technology to infuse the workplace with a greater feedback culture. Why is feedback important for managers?
Most leaders of companies today recognize the importance of having engaged people at work. Yet research from the Metrus Institute, Gallup, and others say that between 50% and 80% are not fully engaged. For many organizations, a majority of employees are only partially engaged, which research has shown reduces performance and customer satisfaction while increasing turnover. Worse yet, your best talent—those with lots of options—are most likely to leave.
There are several differences between how top-performing companies handle compensation and how typical companies approach the issue, according to the results of a recent survey.
Domestic and global mobility grow increasingly complex as economic, geographic, and individual employee factors are all weighed together when it comes to making policy decisions. Traditional relocation programs can struggle to meet the challenges of this complexity, pushing firms to look for flexibility.