Companies spend over $720 million each year on employee engagement initiatives. Organizations have realized the direct correlation between a highly engaged workforce and successful businesses.
Up until a decade or two ago, the way to measure the success of a company was on the basis of traditional metrics such as financial performance or the quality of products and services.
Employee performance issues are real and they need careful analysis before managers and leaders jump into giving numbers to these intangible concepts.
Despite so many tools available to change the way ineffective systems of performance management works, there are seldom good things said or experienced about them. Everyone has a performance review once or twice a year, but rarely would anyone go out of their way to mention how positive the whole experience is.
There are so many communication tools that have given rise to new work relationships. These new tools come with the hope and promise of making life easier for employees, provide more intelligent and structured ways of getting work
The term employee engagement isn’t binary. Gallup has divided it into three distinct categories: engaged, not engaged and actively disengaged. Understanding the difference between these is necessary as each kind of employee represents different levels of scope for organizations to tackle disengagement.
Last year, Gallup released a report which highlighted alarming statistics on the world facing an employee engagement crisis. Discussions are many and leaders in organizations also understand the importance of employee engagement.
It’s true! There is something seriously cursed about performance management. No matter what you do, it somehow always falls flat. Heaven knows this isn’t because there is a dearth of tools out there.
We have all heard the fact that employees don’t leave companies, they leave managers. Having efficient and understanding managers is a prerequisite for employee retention.
For decades, designing and implementing employee rewards and recognition programs has been a pretty straightforward process. Health benefits, a raise once a year and vacation time pretty much were what counted as “benefits.” Well, that age is over.