Employee engagement is at an all-time low, seriously affecting levels of productivity, work quality and profits. It’s time for employers to recognize the correlation between individual and organizational achievements – and understand how they both must come together to succeed.
The workplace is filled with companies who have great intentions, but lack the tools to successfully engage their employees.
We live in an informed world. To attract and recruit top talent, your organization needs to be findable, researchable and have a compelling value proposition for a prospective employee.
One critical element in managing and improving both employee performance and engagement is rewards and recognition.
Daniel Pink, best-selling author of Drive, uses four decades of behavioral research to reveal why the traditional approach to high performance is antiquated and no longer works with the knowledge and service-based economy.
Engaging your employees in today’s connected world means you need to re-imagine and redesign your recognition strategy and tactics to reflect these changes and ensure your customers are having positive conversations about the brand and with the people representing it.
In a strong display of consensus rarely seen in the global corporate environment, 98% of HR professionals who responded to a June 2011 Achievers Social HR Study consider social networking an important tool for recruiting, retaining and managing employees.