If you've spent the last hour working through your emails before reading this, then your large muscle groups are already deflating, your metabolism has slowed, and your biological switch has flicked to the 'standby' position.
In the past year, not much has changed, but we have managed to do is reinvent employee surveys in order to help provide high-level management with statistics to boost employee morale. So I'm proud to say that we're making strides in the right direction to better offices across the world.
Employee engagement surveys, when done right, can be great.They can really help you understand what's going on in your organization. I like to think of employee engagement surveys like giant feedback sessions for your entire company.
This phrase is used so commonly by companies recruiting employees that its weight and meaning have almost disappeared. Don't get me wrong. The words carry the most noble of intentions. But this is one of those claims that's often uttered and rarely embraced.
While our technology is advancing rapidly into the stratosphere of "automated clouds," none of us likes the vaporous experience of being jerked around by a litany of automated phone options that never lead to what we really need. And what is that?
The business world loves metrics. And in an era where data has never been more valuable, many executives believe there is a direct correlation between employee productivity and a high Emotional Intelligence score.
A perception gap occurs when the intention you set forth and communicate is misunderstood by your audience -- bosses, peers, subordinates, clients, partners, and even friends. Unfortunately, it happens all the time.
Most people I have worked with in my career are very rational, responsible people. And yet, I have found the discussion, and the training, more necessary than I would have expected because of unintentional harassment rather than deliberate unpleasant behavior.
If you look at all these questions, the underlying issue is talent. How to attract, recruit, hire, onboard, mentor, develop, coach and lead a team of people who fit the organizational culture and produce results for your organization.
If the Heartbleed fiasco taught us anything, it's that there are myriad ways your company can be affected by security issues. Your HR department is vulnerable, too, and the most dangerous fallout comes increasingly from tax-related identity theft.
What should the role of HR be in a corporation? It many respects, the answer is obvious and simple. It should take primary responsibility for providing input, advice, direction, and execution with respect to organization effectiveness.
While Gen-Xers expect their careers to be more flexible with mobile and virtual teams, some in-office "disruptions" heighten and optimize creativity and workflow. One of the best additions to add to your company's HR program, science suggests, is to bring your dog to work.
Merely identifying and hiring people with the best skills isn't what will set the next generation of great companies apart from the competition. Rather the future will belong to the Betas, to those organizations that rely on collaboration and teamwork.