From last time…in the next post, we’ll talk more about what we tried on our team:
Do employees who feel trusted have a greater sense of responsibility and give a better performance? A recent study finds compelling evidence that—at least in many cases—the answer is yes.
An analysis of employee reviews for more than 250,000 large U.S. organizations reveals that a comprehensive benefit mix, opportunities for career advancement and work/life accommodation are top factors in workers' happiness, outpacing even salary. The 2011 analysis was conducted by CareerBliss, a career development website and online community.
The emergence of the four-generation workforce has changed the way we interact and do business on a daily basis. While new technologies have changed when and where we work best, the adoption of social media has changed the way we communicate and recruit top talent. To say that innovation is an important component for companies to succeed today is an understatement. Innovation is a business imperative for today’s executives if they want their organizations to remain competitive, drive bottom-line results and ensure success.
They might not exchange wedding vows or even become romantic partners, but workers logging long hours on the job can forge strong ties akin to a marriage. They become “work spouses.”
It doesn’t necessarily mean they are carrying on an illicit relationship with their office partner. Think Regis Philbin and Kelly Ripa of “Live! With Regis and Kelly.” Or Meredith Vieira and Matt Lauer of the “Today” show.
Each month, Next will feature a must-read book for today’s business leaders on the ever-changing workplace and workforce. SHRM’s We Know Next is a resource for business leaders, HR professionals, and policy leaders to stay ahead of emerging workforce trends. If you have suggestions for future book club features, please email us or let us know on Twitter @weknownext. We hope you enjoy our first pick and that you’ll tell us what you think!
Throwing a dart at a stack of semi-qualified resumes? That’s not exactly Kristen Weirick’s style. In fact, Weirick, the director of talent acquisition and global human resources for appliance giant Whirlpool Corp., prides herself more on driving a combined internal and external effort to deliver a holistic employer brand than she does on keeping people in their jobs.
This article is not about engagement. It’s about bigger questions: How do I get my employees engaged, satisfied, committed and healthy? While many factors drive these outcomes, a handful have the most impact. One is called meaningful work. Each job and workplace has hundreds of characteristics, but individuals find some characteristics more meaningful than others.
Jay Forte is a former financial executive and corporate educator, turned performance consultant, speaker and author, and is a nationally ranked Thought Leader and President of Humanetrics. Jay teaches organizations how to maximize manager performance, ignite employee performance and advance women’s performance. He has helped organizations and individuals become more performance-driven, more successful and more capable in work and life.
Linking employee engagement to crucial business metrics shows leaders how to improve the bottom line.
Sarah King describes Wyndham Vacation Ownership's way of making sure their employees are satisfied with the company, including employee round tables, competitive benefits program and training programs.
Although 80 percent of organizations have a recognition program, less than a third of HR professionals (31 percent) believe that employees are satisfied with the level of recognition they receive for doing a good job.
And while 56 percent of survey respondents said employees are rewarded according to their job performance, just 46 percent said managers and supervisors acknowledge and appreciate employees effectively.
Swedish firm H&M gives employees 4 million shares
The founding family of the Swedish clothing giant H&M announced plans to show appreciation to more than 76,000 employees worldwide by donating 4 million shares in the company, worth about 1 billion kronor ($137 million U.S.), to fund a new incentive program.
Less than a third of employees (31 percent) are “fully engaged”—meaning that they have achieved maximum job satisfaction and are contributing to the fullest extent—and one out of six (17 percent) are disengaged, according to BlessingWhite’s Employee Engagement Report 2011, released Dec. 15, 2010.
For the first time since 1980, the U.S. rate of inflation is higher than the average total salary budget increase. During the 12-month period ending April 2011, inflation, as measured by the U.S. Consumer Price Index (CPI), was 3.2 percent. That compared to a total salary budget increase of 2.8 percent for the same period, according to the WorldatWork 2011-2010 Salary Budget Survey.
More than half of human resource professionals are tapping into social networking websites to look for potential job candidates, a significant increase from 2008, according to a poll report from the Society for Human Resource Management (SHRM).
Human resource professionals are adapting social media tools for internal use. These tools foster more-efficient communication with dispersed workers, have self-service features that free up HR staff members to focus on strategic issues, and allow employees to swap tips and experiences around topics such as wellness or 401(k) investments.
Here are some innovative ways internal social networks are being applied by HR:
Flexibility in the workplace is imperative. It should be seen as a result-based business strategy—not a benefit.
With the variety of employee demographics now in our workforce, the importance of workplace flexibility becomes even clearer. For instance, millennials prefer flexible working arrangements and consider them in accepting employment. But boomers need flexible options as they take on care of their aging parents.
Matt Ferguson explains that in order to be successful it is important for every piece of the organization to be more forward looking.
SAN DIEGO—After months, even years, of being hamstrung by layoffs, hiring freezes and flat-lined compensation packages, approximately 700 recruiting professionals have converged on this city to re-energize, recommit and learn how to reinvigorate their companies’ post-recessionary staffing efforts.
Up to one-quarter of your top talent might be fed up and thinking of leaving your organization. Consider 14 ways to retain these valued employees.
Ambitious, motivated and highly intelligent, Eric G. is the quintessential high-potential employee. Three years ago, a large international consumer products company swept the freshly minted Stanford MBA off his feet with promises of exciting challenges aboard an express train leading straight to the C-suite.
SHRM works hard to provide members with the best tools and resources for doing their jobs. In addition to trying to be as accessible as possible to our members, we’re all about learning from and sharing with others in the human resource and business space.
Follow the lead of 3M’s HR managers and strive to strengthen employees’ trust. It need not be an elusive quality.
What do innovation, employee engagement and trust have in common? If you are a 3M executive, everything. The company’s record of bringing new products to market has helped 3M earn its place in the Fortune 500 and make appearances on many lists of admired companies.
Released the first Thursday of each month, the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment® (LINE®) Report, provides a snapshot of anticipated hiring for the month ahead and examines data from the previous month.
Tamara Erickson talks about the transitioning workforce from the Baby Boomer generation to Generation X.
Social media allows businesses and individuals to capitalize on the phrase, “It’s not what you know, but who you know.” Social media has forced an evolution of how businesses recruit talent and how job seekers look for their next opportunity. From Monster and CareerBuilder to LinkedIn and BranchOut, social media is enabling businesses and individuals to connect in ways never imagined.
Layoffs pose concerns for country's economic recovery
Rewards are linked to performance effectively at 89 percent of the "world's most admired companies" vs. 77 percent of their industry peers, according to the 14th annual World’s Most Admired Companies list compiled by Fortune magazine and Hay Group, a global consultancy. The most admired also are more likely to treat work/life issues as a top priority and to address differing generational needs.
From masking tape to Post-its, 3M is well known for its innovative culture. 3M has an annual goal that 30 percent of its annual profits come from products and businesses that are less than four years old. Wired Magazine describes how 3M tackles that goal with their “15 percent solution.”
With four—almost five—generations in the workplace, tensions can arise through misunderstandings and miscommunication.