Today’s post is from Amy Lupica, an intern at Kronos. In this post, Amy reflects on our recent Gen Z research and discusses why managers need to engage with empathy to help young employees thrive at work. Each day, workers experience complex and often frustrating challenges that simply cannot be avoided. No one is spared: … Continue reading Engage with Empathy: 3 Ways Managers Can Connect with Gen Z – From a Gen Zer
Organizations that push accountability to the front line know that employees will step up and grab it. Little things like being allowed to make decisions about replacing a dropped ice cream for a crying child, refunding an elderly gentleman who has purchased the wrong charging cable, pulling a disabled guest to the front of a queue – all make employees feel valued and responsible for business outcomes.
Our newest research indicates that Gen Z is optimistic and anxious about their professional prospects. We offer insights to help you help them.
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.
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.