Human experience has officially taken over. But where do organizations stand? Improving life at work is becoming a major priority for organizations. Employee experience, as we know it, has been…
There is not much difference between the world of Game of Thrones and the ruthless corporate world that we live in today.
In the last few years, traditional performance management practices have developed an increasingly bad reputation for focusing on numerical ranks and
Employees today care more about their workplace culture, bosses and growth opportunities than they did two decades ago. With strong economies, jobs are easily available to them, and most employees today are open to quitting their current jobs
There are two things that come to my mind when I think of one-on-one meetings. It’s either an event that employees really look forward to or it is an event that employees dread to participate in. It is obviously better if it is the first one. But to achieve a level of genuine interest in participation from the employee,
Employee motivation is critical because it directly or indirectly affects quality of work, performance and engagement levels. Traditional approaches have failed to look at these parameters.
Almost every other company is looking for ways to improve their talent management strategies. Talent management in itself is a broad category. A lot of areas get covered under this wide umbrella,
In the last post, we spoke about how culture can single-handedly make or break engagement levels in organizations. But how does culture really impact the one things managers really care about – employee performance?
It’s 2019 and leaders are facing a critical loyalty crisis in their organizations. Employee engagement has still not been done right in most cases, and employee retention rates are at their lowest.
The world of business is now obsessed with finding ways to develop a more productive workforce. This is because productivity directly translates into revenues. But when it comes to employee productivity, one issue that goes completely out of the discussion relates