We’ve known for years that people say workplace and schedule flexibility is one of the most important qualities in a job. So, as more of us make this shift, temporarily to permanently, here are a few actions you as an employer can take to engage with, help, and keep employees adjusted to their new working conditions:
A driven team member can start out with the intention of putting their best foot forward and becoming an invaluable part of a business, but we all know how things can change.
If you’ve found this article, it’s most likely because you feel your workplace team is not performing positively or productively and you feel that perhaps a lack of engagement may be the culprit. You’re not alone.
Your company’s purpose is the reason you do what you do. It’s that underlying focus of what you hope to achieve all boiled down to a couple of sentences. Purpose is separate from your mission statement. It describes what value you intend to provide to your customers and guides you and your employees into achieving its true plan.
“Wow, she must really love her job!” You’ve most likely heard phrases similar to this one when you happen upon an employee who just exudes pride in what they do. The competitiveness of the business world has forced companies to think beyond revenue, expenses, and sales transactions. Employees, even those on the front-line of customer service, are being depended on more than ever to go above and beyond for their job.
Previous generations of employee recognition and reward programs put more emphasis on offering gifts and monetary incentives for reaching non-performance related benchmarks. Leaders invested time and thousands of dollars yet didn’t achieve substantial improvement in employee happiness and productivity. In addition to this, the practice of annual performance reviews wasn’t capable of providing a completely accurate depiction of an employee’s efforts.
December has quickly made its way back on your desktop calendar, and if you haven’t thought about it yet, your year-end reviews are looming over you. Whether your team smiles welcomingly at your arrival or you see them quickly hide their phones beneath their keyboards, both you and your employees are stressed around this time of year – especially when it comes to those year-end reviews.
Here are some proven tips on how to keep your remote workers motivated so they can give you their best work and loyalty.
This may not come as a surprise, but most managers are not inherently good at recognizing their employees and providing positive, effective feedback. According to Gallup, only 14.5% of managers strongly agree they are good at giving feedback.
In today’s economic climate, employers need to address the strong correlation between retention and employee feedback.
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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