Practical HR Tips, News & Advice. Updated Daily.
In part one of this article, we discussed the Enron and Theranos debacles with Scott Young, Managing Director of CultureIQ Solutions. Here, we will conclude that discussion and learn how competitiveness, forced results, and a lack of transparency all played a role in these disasters.
Earlier this year, the U.S. House passed the Paycheck Fairness Act to further the cause of gender wage parity. Now, I’m not against government regulation, but I’m skeptical of change that’s enforced from the top down because lawmakers can’t mandate corporate buy-in. In my experience, businesses do best when solutions come from the bottom up.
In November 2018, tens of thousands of Google employees around the world walked out in protest over the company’s handling of sexual harassment claims, among other grievances.
In part 1 of this article we elaborated on why your organization should foster a more transparent company culture, and today’s post will elaborate on what you can do to actually implement this type of culture.
Many experts agree that transparency is important to a company and its culture.
The conversation about pay parity, encouraged by the entertainment industry, appears to have impacted other industries as well.
American companies that do business in the European Union (EU) have until May 25 to come into compliance with the EU’s new General Data Protection Regulation (GDPR).
Though it may sound like it, gamification does not mean putting fun ahead of work. Instead, it’s the process of using rewards, points, incentives, and other concepts taken from games to incentivize and motivate employees.
A recent Glassdoor survey revealed that more employees are expected to quit in the coming year, citing salary as the main reason why. To get ahead of the turnover, Glassdoor offers 10 tips you can use to help manage your employees’ salary expectations.
With all the recent focus on workplace culture, it’s clear now more than ever that employees want accountability and transparency from their employers; but are they actually getting it?