Do you know what your personal brand says about you? And what is it saying about the company you work for? This week’s collection of articles takes a deep dive into the world of personal branding and how it is quickly evolving as social media continues to be part of our daily lives.
Guest blog post by Julie Labrie
Many HR thought-leaders are predicting that talent retention will be one of the greatest upcoming challenges for professionals in the people management field. Fierce competition, the norm of changing careers multiple times, and talent shortages in niche areas all contribute to this landscape. Putting strategies in place to motivate top performers to stay may be the difference between success and failure for a company.
The San Francisco Bay Area takes office culture seriously, with office chefs, baristas, masseuses and kegs spreading far beyond the Google campus. The Bold Italic and General Assembly cohosted a panel with leading culture creators from eBay, Airbnb, Square, Whisk, and Coalesse to discuss how to create effective office culture in this competitive environment.
The lively discussion centered around these increasingly ubiquitous perks and their real impact on engagement and productivity in the workplace. In all, the panelists agreed with moderator Josh Levine, brand strategist and principal at Great Monday: “It’s not that you love your job. It’s that you have the opportunity to.”
So how can we effectively adopt these processes and give our employees the greatest opportunity to love their jobs? By creating office culture deliberately, starting with a central purpose, and adapting from there.
How can I utilize training and development to improve employee engagement?
Training and development are important areas to focus on when trying to build an engaged workforce.
Top employers realize that engagement is an effective tool to boost bottom-line results through alignment and increased productivity. Most importantly, engagement also helps to build a competitive employer brand that attracts, retains, and inspires the best and the brightest talent.
We recently interviewed Kimberly Rath, co-chairman of Talent Plus, which has been recognized as one of the Achievers 50 Most Engaged Workplaces™ in both 2011 and 2012 for their leadership and innovation in engaging their workplace. The Achievers 50 Most Engaged Workplaces Awards will recognize 50 U.S.-based companies as well as 50 Canadian companies in 2013. Specifically, Talent Plus has been recognized because of their vision, values, hiring protocol, and that they value being a purpose driven workplace.
Guest Post by: Meghan M. Biro
Recruiting the best talent and culture can be a heartbreaking process. While there’s nothing more exciting and fulfilling than finding the right person for a job, there are those times when – on paper or digital at least – the candidate seems a perfect fit, only to crash and burn within months of being hired. The tangible recruitment and training costs of these mis-hires can be high, and they also drain morale and energy from a team and company.
Every employee has the capacity to be engaged, but certain groups seem to have an easier time than others. Based on original research by the Human Capital Institute and Achievers, our newest infographic breaks down some surprising demographic trends in employee engagement. Check it out:
Hungry for more insight? Download the full report, The Trifecta of Engagement: The organization, the manager, and the employee.
Last month, Google’s SVP of people operations Laszlo Bock gave a much-discussed interview to the New York Times on the role of Big Data in the recruitment process. On the one hand, he says, hard data can help you separate your feelings from the facts. While almost everyone thinks they’re leadership material, for instance, few people actually are.
That’s where Big Data can come in handy:
If you go back to somebody and say, “Look, you’re an eighth-percentile people manager at Google. This is what people say.” They might say, “Well, you know, I’m actually better than that.” And then I’ll say, “That’s how you feel. But these are the facts that people are reporting about how they experience you.” You don’t actually have to do that much more. Because for most people, just knowing that information causes them to change their conduct. One of the applications of Big Data is giving people the facts, and getting them to understand that their own decision-making is not perfect. And that in itself causes them to change their behavior.
In past issues of [engage], Achievers’ head of HR addressed reader questions on creating Employee Success™. As we transition this column to Ask Achievers this week, we’d like to ask for your valued opinion on what matters to you most.
We’ve previously covered such topics as:
- Tips for HR to use LinkedIn better
- Best practices to keep managers engaged
- How to integrate employee recognition into more traditional corporate cultures
- Tips for attracting the best and brightest talent
- Ways to show that HR is a strategic power player for businesses
We want to hear from you! Take no more than three minutes to answer the survey questions below. With Ask Achievers, we look forward to providing you with insightful content that helps you drive Employee Success every day.
Don’t miss keynote speaker Arianna Huffington at the 2013 Achievers Customer Experience (ACE 2013). Co-founder and editor-in-chief of the highly successful Huffington Post, Huffington is an expert at thriving in the face of adversity, and ultimately leading both people and businesses through the toughest of times. Learn to redefine success with fearless leadership during her keynote address Friday, October 4, 2013.