It's surprising that soft skills get so little respect in today's workplace. Look at any job description posted for just about any job. What you'll find is a long list of very specific technical skills that are required, as well as specific job experience the hiring manager wants. Rarely, if ever, will you find anything directly addressing any soft skills that the job candidate needs to possess.
We’ve all heard the expression “Work smarter, not harder” over the years. And while no one can disagree with the concept, the “how to” part can be a bit trickier. So how, exactly, does one go about working smarter?
As the population becomes more diverse, those organizations that want to be able to recruit, retain, and engage top talent will need to increase commitment and resources devoted to ensuring a diverse, inclusive and equitable workforce.
Trust is important. Customers want to trust the businesses from whom they purchase products and services. Employees want to trust the companies where they work. Trust is the top driver of employee engagement. And companies with employee engagement strategies outperform those without by 3 times, according to O.C.Tanner.
Have you ever had a workforce-related change initiative go horribly wrong? If you’re guilty of one of these 10 mistakes, you might have found your reason!
One of my Kronos colleagues, Lisa Pratt, has recently been recognized for her skills at doing just that. Lisa is the Vice President of Customer Engagement Marketing at Kronos and was recently recognized by the Great Place to Work Institute as one of their Top Ten Innovators of the Year. I sat down with Lisa recently to ask about the strategies she's used to drive complex change efforts at Kronos as we've sought to transform ourselves into a Customer First SaaS organization.
The key to hiring and retaining the best talent is trust. If we want people to apply for jobs, they need to trust the company. Candidates will accept the company’s offer, if they trust the recruiter and hiring manager. And ultimately, new employees will stay only as long as they feel they can trust the work environment.
Agile organisations empower managers and business leaders with the knowledge of what needs to get done, who can do it and when, and then create a schedule quickly around these needs and preferences.
Software implementations are a lot like Mad Libs. Just as Mad Libs provides the framework of a story that the players need to complete, the software license provides a framework of a solution that the project team needs to complete. The difference is that success with an implementation is measured by the ROI of meeting business requirements, which is considerably less silly (although arguably more rewarding) than the story produced by a Mad Lib.
As technology has become more advanced, more engaging, more mission critical, the level of change required has also grown. So, instead of less change management, we really need more. The desired results will not be achieved if the transformation is not handled properly.
What I have found in my research is that most people do not know what worklife negotiation looks like to them. They haven’t spent the time thinking about their current work and life situation and what an ideal worklife situation would be. Even if you do not have the power to change your work and life demands immediately, understanding where you would like to be provides you with a roadmap to make incremental changes to ultimately get to your ideal worklife situation – whether it’s getting more hours at work to pay off debt or cutting back on email at home so you can put your children to bed.
Today's post is submitted by Joyce Maroney, Executive Director of the Workforce Institute. Our CEO, Aron Ain, always says that every employee deserves a great manager. Today’s discussion is about how Kronos has made measurable progress on that promise. Lots of organizations invest lots of money in management training. According to the 2018 Training Industry … Continue reading What’s Your Manager Effectiveness Index?