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.
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 courtesy of board member Steffi Burkhart. Um diesen Artikel auf deutsch zu lesen, klicken Sie hier. Although the baby boomer generation is the largest and most powerful in terms of purchasing power, I would argue that my generation, millennials, are the most influential age group in the digital era. We are the key to solving many of the world and economic problems that lie ahead, not only because we have … Continue reading The Benefit of the Millennial Mindset in a VUCA World
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?
Today’s post is from Claire Richardson, director, the Workforce Institute at Kronos & vice president EMEA Professional Services, Kronos Just as the new year commenced, we at the Workforce Institute at Kronos put our heads together and thought about what was to come in 2019. From that lively conversation, we shared our 2019 workforce predictions … Continue reading Be an Authentic Leader
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.