Employee engagement is about creating an environment where employees are committed to the organization's mission and goals and are feeling fulfilled. These posts will help you create that environment.
“We are becoming the men we wanted to marry,” Gloria Steinem declared in the 1970s.
A journalist and social activist, Steinem was a leading voice in the feminist movement that took off in the 1960s.
So, have women really become the men they admired?
Well, women have dramatically joined the workforce. They are increasingly doctors, lawyers, politicians and scientists.
But for her quote to be true today (some 45 years later), all those men would have to take a 22.5% pay cut.
Anyone can complain. And for the most part, they do.
But anyone can innovate, too.
Good managers strive to create the environment – and the opportunities – so that any employee in most any position can play the role of a problem-solving innovator. It’s far more doable than you might think.
Here are some thoughts on how to make that happen.
Danes aren’t just happy at home. They love their jobs, too!
It a mostly different story in the U.S.
A Gallup poll found that 1 in 5 Americans feel emotionally disconnected from work and 70% said they were not reaching their full potential.
Home life? We won’t even get into that.
So, why do Danish workers love their jobs so much more than their American counterparts?
A study by software company BambooHR found that one in three people have quit a job within the first six months.
The firm surveyed 1,005 U.S. employees over the age of 24 to learn if they’d quit a job, why they quit, and what which onboarding efforts might have kept them around longer.
Here are the top five reasons U.S. workers gave for leaving new jobs:
You are probably familiar with the expression that people are only as good as the company they keep. Well, the reverse is also true. A company is only as good as the people it keeps.
And while the workplace has changed dramatically in the past 50 years, this hasn’t: Good employees don’t leave companies. Good employees leave bad managers.
And they probably leave them more than we care to admit, if results of one study are accurate. Here are some telling numbers on the gaps between employee expectations and reality:
Unfortunately, there are far too many ways for managers to make employees miserable.
So says researchers Teresa Amabile and Steven Kramer — she’s a Harvard business professor, he’s a psychologist — who have been studying workplace dynamics for the past 15 years.
They outline their findings in a recent book, The Progress Principle.
Among the things they commonly found in the workplace is this four-step plan that’s sure to suck all the joy out of people’s work lives.
Good managers are vigilant about what employees need – because it really is about making them better.
Now, consider this headline from a very good web site: Ten things employees want more than a raise …
Hmmm, I thought. Ten?
It’s hard to believe there are 10 things employees want more than a raise. I think most employees would put getting a raise right at or near the top of any list of wants. All employees want more money!
Are you concerned about retaining good people in 2014? You should be.
And you might consider brushing up on these three keys: engagement, loyalty and satisfaction.
That’s according to Right Management, which published a poll last month claiming that 8 of 10 employees said they’d be actively looking for a new job in the coming year.
Another 9% said they’d at least be networking, if not actively pursuing a job.
Yep, just 5% said they intended to stay put.
It’s no wonder, really.
