National Public Service Recognition Week is one way to say thank you to government workers. Our experts share ideas to attract and retain them year round.
Category: Work Inspired
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.
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!
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.
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.
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.
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?
Our board member David Creelman and Grand Rounds CHRO Peter Navin discuss the new role for CHRO's as the CMO of People. How's your talent funnel?