UPCOMING WEBINAR (1/25): How Workplace Pride Drives Business Value For Your Company | REGISTER NOW
Increasingly, employees are leaving organizations because they do not feel connected to their work or their company’s mission. WorkProud helps you build a positive culture that attracts and retains top talent.
Multiple homegrown programs deliver a confusing employee experience with higher costs and lower returns. WorkProud provides a unified, inspired, digital employee experience.
Employee survey results consistently show low engagement and a lack of consistent recognition. WorkProud helps you build a work environment that aligns your reward and recognition initiatives with your business goals and objectives.
WorkProud brings disparate human capital programs together under a unified employee experience platform. Companies on the WorkProud platform are able to align programs with their business vision, and seamlessly deliver a unified employee experience.
Click on any part of the various sections of the WorkProud wheel.
Performance management is the single most important enabler of company-wide success. Instead of once-a-year performance review events, WorkProud creates a year-round repository of consistent feedback and recognition between managers and employees. This leads to ongoing accountability and measurability, which allows cross-functional teams to collaborate and meet their business objectives.
An employee’s first encounter with a company is key in setting the tone for a trust-based relationship that creates a successful partnership over time. WorkProud provides all the integration points for onboarding systems to broadcast the successful milestones each employee experiences as they integrate with the team.
Recognition allows employees to feel that their daily contributions are valued and connected to the overall vision and outcomes of an organization. WorkProud provides a continuous stream of formal and informal recognition that goes a long way in creating a culture of workplace trust, inclusion and pride.
When employees achieve significant milestones in their relationship with a company, recognizing them provides the non-monetary, emotional and meaningful feedback that empowers and enables continuing success. WorkProud makes it easy to access milestone data from any existing human capital system and displays it transparently thus enabling a culture of appreciation and recognition.
Every organization is powered by trust. When people overcome silos and refer others for opportunities and interaction, there is a greater likelihood of successful, trust-based relationships. WorkProud creates an environment where referrals are seamlessly made by providing direct links to any systems that require the sourcing of talent and capability in a cross-functional environment.
Inclusion is the backbone of business success in today’s multicultural, diverse workforce. Organizations that embrace inclusion beyond mere platitudes are producing successful business outcomes. WorkProud provides a recognition and rewards infrastructure that empowers and promotes an inclusive culture of success.
Since an organization’s people are the core engine driver of all business outcomes, their well-being becomes the core business lever for ensuring engagement and company performance. WorkProud introduces systems, processes and technology that enhances individual and company pride in employees, that helps to reduce stress, increases job satisfaction and provides the launching pad for company-wide success.
The free and continuous exchange of ideas in a creative, psychologically safe environment is a key requirement for company-wide innovation. WorkProud seamlessly integrates all communication efforts between teams in a transparent manner that improves processes required for creating new products and services, increasing operational efficiency and (ultimately) business profitability.
The work environment has changed dramatically in the past two years. Many employees leave long-held jobs and do not return to the same employer – or even industry. The cost of turnover is a considerable burden to companies, and learning and development experts are eyeing new ways to promote from within through new learning initiatives.
It’s no secret that as organizations grow, they need workplace technology and processes that can address a growing range of needs throughout the entire employee lifecycle. It’s also not news that for too many organizations, most of these systems are siloed. They’re either deployed in disparate vendor systems, or their impact is diluted because they exist in a disjointed mash-up of programs and non-collaborative technologies.
A full 51% of L&D professionals feel internal mobility is more critical now than ever. Not only that, but employees at companies with internal mobility stay almost twice as long. There’s also the fact that today’s workers are used to personalization in every area of their lives. So it’s no surprise they expect a customized work experience. This is especially true when it comes to learning and development (L&D).
The past two years have brought a lot of things to light when it comes to what employees really want—and need. The pandemic revealed that it’s not a transactional relationship based on bonuses, raises or rewards that employees crave. It’s a human relationship, with a sense of belonging, purpose, and rich connections to colleagues.
The COVID-19 pandemic has dramatically reshaped our world. Many organizational leaders still don’t know what the future holds. For many businesses, it's been a tough pill to swallow that up to 50% of employees want to stay remote. Moreover, many say they will quit rather than stop working from home.
The last two years have presented new challenges for organizations in terms of creating and/or maintaining strong workplace cultures. A major element and driver of organizational pride is employee pride. Are employees proud to share where they work with their friends and family? Are they personally proud of their contributions to your organization and how it drives your mission? Their sense of pride is what will allow you to retain their commitment and continue to grow as an organization.
Company leaders often have a very different perspective from their employee base. They operate in different pockets and focus areas of an organization and have varying opinions and reactions to organizational changes. While leaders may be attracted to a software solution that they truly believe answers their work engagement and employee loyalty needs, their employees are able to point out pros and cons that might not be immediately obvious to leaders.
How does the perception of your organization influence employee engagement? The answer is a lot. How your employees and prospective candidates perceive you as an organization in the marketplace is a key indicator of both existing employee satisfaction and prospective employee interest.
As an executive leader or procurement decision-maker, you are used to a playbook of requirements that guide you through the vendor selection process. And while that playbook is valuable and has served you well, it may not align with what you need to make a decision around employee loyalty and workplace pride for the simple reason that you are not the primary audience in this case: your employees are.
HR leaders are being buried under mountains of opinions and data about the causes of the Great Resignation. But if you look carefully at all the different reasons people say they’re choosing to quit, you’ll find one bright, shining, common denominator: If those employees had workplace pride — if they were simply proud of the work they’re doing and proud of the companies they work for — many if not most of them would never have taken that final step out the door.
You bring qualified, top talent to your organization. You run them through a robust onboarding program and send welcome boxes to their home. You check off all of the boxes for "Great Place to Work" programs. But for some reason, your talent continues to quit in droves. You don't know what you're doing wrong and wonder what's bubbling underneath the surface.
When you speak to someone about hiring tech talent, they immediately tell you how hard it is to find the right match. But why is it so challenging to find IT workers? This is because there is a high demand but a shortage of them (with the exception of web developers).
You've heard the buzzword: 'Employee Experience'. Every newsletter in your feed has a new spin on the topic. Tons of research is being done to further validate Employee Experience factors such as Happiness, Engagement, and Culture. Yet, what you really want to learn the most is the link between employee experience and your workplace performance outcomes. You want to know 'how' to implement and reap the benefits of the employee experience lifecycle.
In the era of COVID-19 and increased remote workforces, it’s difficult enough to try and balance
your own work/life. Add in a team people who you need to be motivated and engaged; it can
seem impossible.
All organizations require a focus not only on the results and outcomes of a business, but also on the people who work tirelessly to create those outcomes. The health care field is no different, and perhaps, a case could be made that there is a unique requirement for ‘people care’ within this particular domain that is 100% committed to the physical care of others.
Every month, we share news, knowledge, and insight into what we believe is a pretty simple proposition: If you are “proud of your work and proud of your company,” you are more engaged, more productive, and more likely to stay with your company for the long haul.
