Practical HR Tips, News & Advice. Updated Daily.
Finding the right employee can be extremely difficult, particularly in an economy with a historically low unemployment rate, when potential employees can often pick and choose between a number of labor-starved employers. Not only is it difficult—it’s expensive.
Adding to yesterday’s post, here’s more information about the various shapes and sizes of company culture, with some real-life examples.
Work has changed and with that comes a need for a change in performance management.
Salary and benefits are often what come top of mind when thinking about what employees value most in a job. That’s certainly not surprising. The ability to make a living is important to us all. And, in fact, according to an article by Forbes, salary and benefits do top the list for most employees.
It’s a familiar feeling to most: being overwhelmed at work. There are competing obligations coming from multiple sources within the company, and everything seems urgent.
Continuing from yesterday’s post, here are more tips and best practices for how you can continue developing your employees and programs as your company is downsizing.
No one likes to discipline an employee who was hired with high hopes of becoming a top performer for an organization. But whether you’re an HR professional, manager, or supervisor, sometimes writing up employees comes with the territory.
According to research conducted by Gallup, emotionally intelligent employees and leaders are much more engaged and are less likely to leave an organization. They also have higher customer ratings, prompt more profitability for an organization, have higher rates of productivity, report fewer theft and safety incidents, and have lower rates of absenteeism.
Company culture (also referred to as “corporate culture”) is important for any business, but it can be a bit of a vague concept. As defined by Investopedia, “Corporate culture refers to the beliefs and behaviors that determine how a company’s employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and […]
In a couple of recent posts, we’ve been discussing the topic of delegation and what new managers—really all managers, for that matter—need to understand when it comes to assigning work to subordinates.