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.
How do you keep your employees happy and satisfied amid the Great Resignation? More than 40% of the global workforce considered quitting their jobs in 2021. People are tired and want more work-life balance. But mostly, workers who did resign said they did not feel valued by their employer or manager, or they did not feel a sense of belonging.
Shaping a workplace culture is not easy. Leaders are faced with all kinds of emotional factors inside and outside of their control that impact an employee’s sense of pride, engagement, and performance. Join WorkProud CEO Michael Levy and #1 New York Times bestselling author of seven books, Daniel Pink to discover how understanding regrets instructs a pathway to opportunities in the workplace.
When employees do not feel valued, they get demotivated, dissatisfied, and disengaged. And this affects their productivity, which in turn impacts the organization’s bottom line. There is also a huge chance they will resign: two-thirds say they will likely leave their job if they do not feel appreciated.
Organizational leaders who are looking to support employees care about employee engagement. Unmotivated staff impacts the quality of the products or services offered. This is especially true for organizations in the context of the past few years. The coronavirus pandemic affected many organizations. Many started offering remote or other flexible work arrangements for employees.
HR is no longer purely process-driven, where responsibilities primarily include managing annual benefits enrollment and payroll. Today's HR leaders are tasked with spearheading workforce strategy and curating the human experience in the workplace. How can businesses utilize the true value of HR, so that HR is the strategic driver in your organization? With the use of technology and working across departmental divides, HR is now able to architect every aspect of its solutions, programs, and processes to enhance the employee experience, which boosts engagement, productivity, retention and the customer experience.
Rewards are crucial in motivating and retaining employees. Many employers see monetary rewards such as salary raises, cash bonuses, stock options, and profit-sharing as the best incentives. While it is assumed that employees want cash rewards, they often show greater enthusiasm toward non-monetary incentives. That is why having the right reward strategy is essential for employee engagement and retention.
The traits separated by dashes in the previous sentence and written in 2008 — business acumen, prestige, and influence — remain elusive goals for HR leaders in companies of all shapes and sizes. Why? We at WorkProud believe the four strategies that Gallup laid out in 2017 remain a good starting place for answering that question.
Employee engagement has been defined and redefined over the past few decades. For all the efforts made on the topic, it continues to be elusive for businesses since, according to The Gallop Organization, only about 1/3 of employees are currently “engaged” in their jobs, a percentage that has not significantly changed over the past 20+ years.
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.
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.
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.
