Take a deeper dive into instilling workplace pride, dual promotion, and peer-to-peer recognition. Paired with the right employee recognition solution, an engagement strategy relying on these concepts will take your workplace programs to the next level.
Not that long ago, says employee engagement expert Rick Garlick, the biggest question he faced was, “How can I better engage employees for the purpose of driving my customer satisfaction forward?” Not anymore. “That’s been replaced by the question, ‘How do I retain my employees?’” he said. “How do I retain my best talent and attract top talent when it seems it’s so hard to do these days?”
Squeezed between the Great Resignation and contentious return-to-office policies, companies are putting more pressure on HR to increase employee retention rates. That’s why talent managers need to understand the underlying emotion that can make or break an employee’s tenure: workplace pride. It’s the key to a low-cost, high-impact employee retention strategies.
Jody Michael, master executive coach and best selling author, lays out a new approach for executives seeking to enhance their personal performance, emotional intelligence, leadership effectiveness, so as to create positive cultural change within their organizations.
“Quiet quitting” is the talk of the business world, as some workers strive for a work/life balance and/or try to get by doing as little as possible. We have details – and the antidote.
This hospital, like so many in America, is staffed with dedicated professionals. These nurses, doctors, technicians and support personnel come to work every day, often times with very sick patients. We have lots of healthcare heroes in our midst and the hospital in question also has extremely dedicated personnel.
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.
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.
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.
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