Employee engagement may seem like a huge mystery, but the cure actually lies in the little things you do that accumulate to larger results. There's a huge red flag employers are overlooking -- they simply don't understand what employee engagement is.
Every corporation is divided between the need of skilled employees and the fear of training workers that can possibly leave and take their skills -- and investment -- to another company. So what do we do?
No one minds if you want to work 24/7, but they do care if the only way to validate that experience is to announce to everyone else that they are losers in a game they are not playing and use your authority and resources to stop them from playing the games they enjoy.
One of the hardest parts about being a manager or decision maker is having to let an employee go. While benefits like severance packages can sometimes ease a firing, what happens when you can't afford them?
Like selling products and services, successful HR initiatives require a game plan. Done right, it's a strategic part of your business with measurable returns. Done wrong and it's just another line item written off on an expense report.
It's paramount for you to have a realistic sense for your strengths, your weaknesses and where you want your career to go. But sometimes, you may need to make a decision to take your experience where it will be more appreciated (which I did).
Studies prove customers who are treated fairly are likely to pay more for better service and stay loyal for years. Now look at your business. Could your customer service department benefit from a re-boot?
Have you recently completed a pre-employment assessment? One of the typical Myers Briggs or DiSC tests where you were identified as an 'extrovert' or 'ISTJ' or 'achiever?' If so, you are part of the 33 million people who endured workforce evaluations last year.
The most important thing that HR should focus on in talent management is assessing the skills the organization needs to implement its strategy, and the plan for recruiting and managing that critical talent.