Organizations tend to think about and plan for potential scarcities. However, many large companies fail to understand how to sustain their workforces.
The series finale of Game of Thrones will have a significant impact on absenteeism and workplace productivity on Monday.
Despite the cultural and emotional focus on wellness at work, today’s emphasis on a healthy workplace remains disconnected from management-led solutions and management-focused solutions, and shifts the onus to the employee. The message seems to be: We will help you with your problems, because we are enlightened employers; here are some things you can do. This approach doesn’t acknowledge the more complex possibility that the employer may be a large part of the problem. Further, companies are not measuring whether the programs offered actually make a difference.
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!
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.
Today's blog post comes from Workforce Institute board member Simon Porter, NGA Human Resources I’ve worked for years and it wasn’t until I started working for a payroll services company that I ever considered how my salary arrives at my bank account each month. I just assumed that my correct wage, with all additions and … Continue reading Do you wonder how your salary gets to your bank?
Our latest research reveals how workers globally would use more time at home and at work as they share their work life wishlist. Employers should take note how important personal development is to workers if they wish to retain them.
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.
We know that compensation and benefits include salary, benefits, perks, and incentives. What’s important here is that employees are being offered the right salary, benefits, perks, and incentives. Organizations need to offer packages that are externally competitive and internally equitable. Otherwise, employees will be easily swayed by the competition.
In the hospitality sector, many of us have fallen into what I think of as “the availability trap”: running our consumer-facing businesses on the whim of a 17-year-old who wants to work, but also attend band practice three afternoons a week.
You will have unplanned absenteeism as a result of the Super Bowl. Here are some tips about how to make the Super Bowl work for your workplace.
A new book by Nick Chater, The Mind is Flat, might challenge our beliefs on how to select and motivate employees.