In a competitive business climate, retaining key employees is vital for the health of the company. But when these key employees are women, many corporations and industries continue to be befuddled as to how to retain this valuable cohort.
“High employee engagement is imperative, even amid a turbulent economy”. This was the indisputable fact that Gallup once again revealed in its 2012 study of 1.4 million employees worldwide.
As a manager, you want to get the most out of your employees. But you know the only effective way to accomplish that is to motivate them to want to perform at their best. This is often easier said than done. Many managers mistakenly believe they must drive their employees to success rather than lead them there. However, this is contradictory to our human nature.
I have had a really, really, really good year so far as an HR consultant. I have not been able to say that since 2007 and 2003 before that. In my opinion, one of the main reasons I have been so busy is because managers are consistently getting the wrong people on the bus (a Jim Collins term for the organization). I suspect it is because they don’t know what they don’t know and they are not putting the time and effort in the beginning of the process to get it right from the get go.
With the qualified talent pool shrinking across the globe, the pressure on businesses to retain talent grows. In hopes of retention, companies across most industries are accommodating for generation X and Y’s desires by building a flexible, fun, informal environment… Some companies, however, particularly start-ups, must be mindful of, and guard against allowing informality to result in a lack of accountability, misalignment, and ambiguity.
…While social media use at work has definite risks, it also is one of the best ways to empower and engage employees. Increasingly, in our connected 24/7 businesses, the line between work and personal time is blurring….Yet, most organizations don’t really know how their employees are using social media, either personally or professionally, let alone what impact it’s having on employees’ overall levels of productivity.
It happens to all of us in HR at some point in our lives. We find ourselves caught in an awkward position at work and we ask ourselves, “What is the best response here?”
I am talking about situations where compassion is needed, but with extenuating circumstances. You’ve encountered the scenario before. An employee confides something deeply personal…
The other day I happened upon the Fast Company article 12 Trends That Will Rule Products In 2013. The article was focused on consumer goods like phones and washing machines, but you know what? The trends listed made sense in the context of the workplace too and here’s why: your employees are consumers. It’s inevitable that their consumer purchasing behavior will shape their attitudes at work as well.
Here are four trends Fast Company listed that have implications for those of us in the human resources and management functions of our companies.
We are all guilty of it at one point or another. We mislabel it as hand holding, coaching, giving directions, leading, etc. In reality there is a world of difference between what we are really doing and all these labels we mask it under. I’m talking about nothing but that hideous spoon-feeding we all do. Moral of my posting today is to say no to spoon-feeding if you want an engaged population and you left to add the value a leader should be bringing to the table.
When I contracted a new EAP vendor, I manufactured a reason to schedule several counseling appointments. Okay, so I admit it. With my crazy life, it wasn’t that hard to find an excuse. When we started our first Health Reimbursement Account, I enrolled even though my husband’s plan was cheaper. Why? HR metrics and measures abound, but sometimes there’s no substitute for what we learn from a little personal experience with the programs and processes we inflict on create for others