Another year is over and a lot has happened in the employee engagement space in HR. There was a positive spin last year with employee engagement matching its all-time high…
A staggering 87 percent of employees worldwide are still not engaged. Businesses spend thousands of dollars on employee engagement initiatives. Yet, these numbers scream out the slow progress towards attaining an engaged workforce.
Employee turnover is a major problem that organizations face. It takes a lot to find a good hire, coach and train them to become the professional, only to see them leave. And the cost of filling up for the employee is huge.
Being a high performer does not the mean the employee is engaged. Perhaps this is why the rate of turnover among high performing employees who are actively disengaged is quite similar to low performing employees who are disengaged.
The conventional design of an employee rewards system consisted of a simple mix of compensation benefits and additional perks such as health insurance and paid vacations. But sticking to this reward system is no longer feasible for companies.
I recently read an article on Uber’s new approach to performance reviews where Uber’s SVP of Leadership and Strategy, Frances Frei discusses a very important thing about employee feedback.
If you want your employees to bring in their best versions at work, gear up your managers to become effective coaches. To make this happen, senior leadership must come forward…
Technology is changing lives all around. From using the mobile phone to access any information in seconds to using voice technology to order cabs or play songs, technology has seeped…
Times have drastically changed. What defined a career a decade ago is obsolete today. The 21st century is developing with the backdrop of rapidly advancing technologies and innovative businesses,
Up until a decade ago, company culture was a term mostly discussed behind closed conference doors by HR leaders. The game has massively changed today, as culture reigns among the top indicators of employee performance and organizational growth.