Practical HR Tips, News & Advice. Updated Daily.
When a star employee leaves, it’s frustrating all around. The most obvious risk is the lost productivity that likely happens immediately afterward. After all, that star employee is no longer working, and it may take some time to get back to full productivity—even if someone is already in place as a replacement, but especially if […]
In yesterday’s Advisor, we opened up the idea of talent pool engagement—keeping candidates and potential candidates engaged and informed about the organization before they’re even being considered for a role. We discussed a few reasons why it is in a company’s best interest to do this. Now, let’s take a look at a few ways […]
Talent pool engagement, as the name implies, happens when an organization takes active steps to stay engaged with prospective employees—often before they’ve even applied at the organization. With today’s ever-connected online environment, there are ever more ways for employers to stay in touch with the talent pool, no matter the size.
According to seminal studies, over half of the American workforce is disengaged, costing organizations between $450 billion and $550 billion annually.
A workplace that supports employee engagement is a healthy, positive one. Unfortunately, it seems such working environments are uncommon. Surveys indicate that approximately 87% of workers throughout the globe are not engaged with their jobs.
Open office layouts were introduced a few decades back as a means to increase employee productivity. When employees come out of their designated cubicles and work alongside colleagues in a collaborative environment, they are likely to be more productive—or so was the objective.
In today’s competitive market, understanding what your employees and potential candidates want from the workplace is extremely important. After all, you can’t expect to attract or retain individuals who don’t feel their needs are going to be met in your company.
There is no shortage of studies supporting a causal relationship between employee engagement and business performance. To cite just one recent Gallup study, higher engagement can be linked to better performance across multiple metrics such as sales, productivity, profitability and EPS growth.
Is your company performing as well as it could? Are you leaving money on the table? Most companies are. But the source of the problem isn’t financial capital—it’s human capital.
Disengaged employees are costly. A recent Deloitte report notes that organizations spend over $100 billion annually to improve employee engagement. Despite that, 87% of employees remain disengaged and cost U.S. companies $450 billion to $550 billion per year in lost productivity, according to Gallup.