You probably recall the dust-up in April after it was revealed that the U.S. General Services Administration (GSA) hired a clown and a mind reader to entertain some of its employees at a conference. Among the mind reader’s services was giving a GSA employee a message from Beyond from the employee’s dead dog. The scandal prompted the head of the agency to resign.
Posts Tagged Engagement
Less than a third of HR professionals believe that employees are satisfied with the level of recognition they receive for doing a good job, according to the Society for Human Resource Management (SHRM)/Globoforce Employee Recognition Programs Survey released April 12, 2012.
Corporate leaders are making more demands on managers to maintain high levels of employee engagement, and HR professionals are drawing on a variety of strategies to get managers involved in nurturing an engaged workforce. Employee engagement has a direct impact on worker performance, dedication to mission and drive in helping an organization accomplish its goals.
Research has shown that employee engagement is higher when responsibility for sustaining it is spread throughout an organization.
Tony Schwartz, CEO of The Energy Project, explains why so few workers are truly engaged with their jobs at the moment. Interviewed by Joseph Coombs, Workplace Trends and Forecasting Specialist, SHRM.
HR embraces gaming as way to inspire, motivate and train employees
More companies are choosing “serious” games and simulations over traditional training methods for their ability to mimic real-world work challenges and keep employees engaged in learning.
Over the past decade, the "best" U.S. companies have adapted their benefits offerings to meet changing employee needs, according to The Principal Financial Group's annual 10 Best Companies for Employee Financial Security competition.
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.
CHICAGO—A “Blues Brothers” comedic skit helped, but American Society for Training & Development (ASTD) President and CEO Tony Bingham and opening keynoter Daniel Pink are the ones who really got the crowd jazzed during the ASTD 2010 International Conference & Exposition, which kicked off here officially in the Windy City on May 17.
This year’s conference theme: Social media and learning.
Work-Family Support Programs as a Strategic Human Resource Initiative: A Meta-Analysis of Effects on Organizational Outcomes
Funded: November 2008 Completed: September 2010
Wendy J. Casper, Ph.D., University of Texas at Arlington
Marcus M. Butts, Ph.D., University of Texas at Arlington
Workforce Policies and Practices to Promote Effective Engagement and Retention of the Aging American Workforce
Funded: June 2007 Completed: July 2010
Lisa Hisae Nishii, Ph.D., ILR School, Cornell University
Susanne M. Bruyère, Ph.D., Employment and Disability Institute, ILR School, Cornell University
Ageism and the retention of high performers: The positive impact of three forms of inclusion.
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.