Employee engagement is critical to retention. Don’t believe us? The Bureau of Labor Statistics reports that the median period people stay in their jobs is just over four years. And for those age 25 to 34 it’s even less (2.8 years). Broaden this to all millennials, and you’ve got a group that’s even more on the move – a scary prospect given they make up roughly a third of today’s U.S. workforce. So what’s a company to do? Read on for 5 employee engagement predictions – and they’re just the tip of the iceberg.→ Read More
Employees are the most valuable part of any organization and HR’s responsibility to engage employees is crucial for organizational growth. The latest development in the ever-changing world of HR technology software consists of major disrupters within the recent years, from listening tools to in-depth analytics and much more.
According to an article published by the Society of Human Resource Management, it was claimed ‘Investors, seeking the next big step in breakthrough technology, plunged more than $2 billion into HR tech systems and platforms in 2016.’ This clearly states the massive breadth of advancements the HR world has gained accessed to.→ Read More
Employee engagement of past generations was historically limited to the HR department to address perfunctorily once per year. However, a recent Deloitte report on human capital trends indicates that that is no longer the case. Employee engagement is now a front-and-center business issue, with 87 percent of surveyed organizations citing employee engagement as a top priority challenge.
Why is employee engagement so important?
Gallup has conducted a number of large scale meta-analyses which show that employee engagement levels directly relate to outcomes such as customer satisfaction, profits, productivity, employee turnover, and product quality.→ Read More
It’s no secret that an engaged employee is a productive employee, but fostering and maintaining that initial focus and enthusiasm is no easy task. Employee engagement relies on sparking an emotional investment in the company and creating an atmosphere in which everyone is motivated to work toward common goals. Considering only 29 percent of workers say they’re actively engaged at work, this is an issue most businesses contend with on a daily basis. Digital technology has rewritten the rules for both business and personal interactions.→ Read More
It can be challenging and cumbersome to implement new HR technology in the workplace. According to a Brandon Hall Group study, 29% of workforce management solutions have been in place for five years or more and 45% wanted to alleviate the burden of manual tasks from HR. So, how exactly do you effectively implement HR technologies in the workplace? The success of a new HR technology rollout depends on several key aspects being clearly thought out beforehand. If the HR technology touches multiple people internally, it is important that all stakeholders are onboard from the beginning.→ Read More
How do you effectively engage over 10,000 employees? This was the challenge presented to Smart & Final, a major chain of warehouse-style food and supply stores. Smart & Final has over 10,000 employees and approximately 211 stores in 5 states. Their previous employee recognition strategy consisted of a ubiquitously disliked service awards program that was perceived by employees as being impersonal and demotivating. This type of employee experience was unacceptable and something had to be done about it. The Smart & Final team took on the huge task of overhauling their employee recognition strategy and finding a new way to boost employee engagement across the entire organization.→ Read More
How many of us have ever been out to dinner and looked around to see that every person at the table is on a mobile device? Or observed a group of young people hanging out “together” while barely lifting their eyes from a screen? When we see technology being used this way (or are guilty of too much screen time ourselves) it can be easy to assume technology is pushing human beings apart.
And while internet addiction is a real thing (as one psychologist put it, we’re “carrying around a portable dopamine pump”) there is little evidence proving that technology as a whole is hurting our ability to communicate or empathize.→ Read More
Is your workforce recognized at an acceptable rate? According to Gallup’s analysis, probably not. In a recent survey, they found that only 1 out of 3 U.S. workers feel they received adequate recognition in the past seven days. Even worse, employees that aren’t recognized at a satisfactory level are twice as likely to leave their job compared to those that are. Why should you care? Because 70% of workers say they’d work harder if they felt their efforts were better appreciated and companies with the most engaged employees report revenue growth at a rate of 2.5X greater than their competitors with the lowest levels of engagement.→ Read More
Employee recognition is a very important part of company culture. So much so, more and more HR Tech is dedicated to making employee recognition easy for both employees and managers. And it can address important business objectives relating to employee engagement, like attracting top talent and increasing productivity. In fact, 40% of workers in the U.S. said they would go the extra mile for a company that rewards and recognizes them on a regular basis. This means even the smallest investment in an employee engagement platform could have a big impact on your company’s bottom line.→ Read More
In my last post, I wrote about how the Future of Work is NoW (Now of Work) and it’s time to move away from this notion of some future state of work. If you’re taking your time preparing for this future, you are already left behind.
I hypothesized that the connected generation, technology and the sharing economy have inspired forward thinking companies to fundamentally change the way they attract, engage and retain their top talent.
For seemingly a decade now, we’ve heard the term the Future of Work (FoW) and how the workplace is going to be dramatically different…in the future. In my opinion, it’s time to change the vernacular and mindset to the Now of Work – or fittingly, the “NoW”.
Why do I believe this? Well, I’m no scientist, but I believe another evolution is taking place. Here’s my thinking:
Back in the day, there lived a dude, let’s call him Bartholomeus.→ Read More
When your team works in the same building, it’s easy to get to know one another. Since you see each other every day, you’ll likely develop a deeper than surface level relationship based on proximity alone. You might come to know how your colleagues take their coffee, and maybe even buddy up with them when the company heads out on a retreat or outing. However, if the majority of your team works remotely, it can be difficult to maintain a culture of free-flowing communication.→ Read More
All businesses are comprised of a variety of capital, with human capital being the most critical to sustainability and success. The minds that drive innovation, the behaviors that build culture, and the personalities that forge relationships are all components of human capital. Employee Appreciation Week (or Day, Month, Year; however your organization chooses to celebrate it) provides companies with an annual occasion to be hyper-focused on their employees and express their gratitude in a public manner.
In today’s employee-centric world, where workers have many choices of where to lend their talents, it is important to reaffirm their decision to work for you.→ Read More
No longer a specialist relief pitcher called in to face a tough hitter, or a rarely used bench player padding stats in garbage time, employee recognition has become a widely recognized superstar when it comes to driving employee engagement. And with only 41% of employees recognized at their desired frequency, and 60% feeling their managers don’t recognize them in the moment, a huge opportunity exists for your business to leverage recognition to engage your employees.
While there are a variety of ways to help create an engaged workforce, many experts, including AON Hewitt and the Harvard Business Review, believe that recognition is the most important pillar of any employee engagement program.→ Read More
When I entered the workforce in 1997, I wanted to find an employer that would offer me a long and fruitful career; a goal I shared with the Baby Boomer generation before me.
While this has been the experience of my wife, who has enjoyed 17+ years of employment with the company that recruited her out of college, I’ve worked for six companies in the almost 20 years since I graduated. One of the biggest things I’ve noticed? The social contract between employer and employee has changed.→ Read More
With the inherent uniqueness of the individual in the corporate workforce, it is a virtual impossibility to find a one size fits all approach to incentivizing employees. An unincentivized employee is likely a disengaged one, meaning aspects of your business such as innovation, productivity, and retention could suffer. Furthermore, a workforce should be recognized and rewarded for embodying clearly defined corporate values or meeting specific company goals in a highly visible way, otherwise, employees may lose sight of the relevance of their work to the overall company mission, leading to disengagement and eventually attrition.→ Read More
Recently, there have been some eye-opening reports about the state of employee engagement, both here in the U.S. and globally. Aon Hewitt, in their 2017 Trends in Global Employee Engagement Study, found that engagement levels have dropped for the first time in five years and Gallup reported in its State of the American Workplace report that a full 70% of U.S. workers are not engaged at work.
But before we all get too breathless about these admittedly disconcerting engagement numbers, it’s important to remember that employee engagement is not an end in and of itself.→ Read More
According to Gallup, companies with a highly engaged workforce outperform their peers by 147% in earnings per share. Yet, even with more evidence stressing its importance, the state of engagement in the UK remains low, with only around a third of workers being highly engaged. As a consequence, productivity continues to lag nearly 20% behind that of other G7 countries. It’s no surprise then that engaging employees and promoting positive workplace culture are both high priorities for business leaders throughout the UK.→ Read More
If the Terminator film saga (and to a lesser extent, Stephen King’s Maximum Overdrive) taught me anything, is that it’s better to welcome the evolution of technology than be on the other side. Similar to the technical enhancements made to the cybernetic endo-skeletal T-100 in the first Terminator that begat the liquid alloy T-1000 of T2 fame, HR technology has seen a number of improvements in recent years that have made a world of difference. Moving from a set of disconnected processes and legacy systems reliant on manual inputs and characterized by balky technology, today’s HR technology is moving towards more streamlined, user-friendly platforms that can cover a range of HR functions in a more holistic, unified manner.→ Read More
Culture can be distilled down into the actions, habits, and routines of a group of people. Culture at work is powerful, whether it’s intentionally designed or not. You see it tucked into job descriptions and company career pages all the time. Like this one, from a learning technology platform: “Our company culture prizes learning, growth, and accountability.” But how do we get from “Here’s what we say we are,” to “Here’s who we are”? HR leaders recognize that fostering the desired culture requires broad-based participation, and there are any number of tools and strategies to steer people towards cultural nirvana, but it’s getting people to use those tools willingly that poses a challenge.→ Read More
Employee retention is a key goal for every company, but it’s important to drill down into this metric and make sure you’re doing a good job of identifying and keeping your top performers. These employees deliver 400 percent more productivity than the average worker, according to statistics published in Harvard Business Review (HBR). The researchers state, “Our workforce strategy goal should be to double down on retention tactics for high performers,” and further explain that, in many cases, managers aren’t meeting the needs of their top talent.→ Read More
Have you ever wondered how much employee engagement can impact your business, and taken even one step further, the world? Imagine if every single employee felt valued, motivated, and recognized for their achievements? What a difference we would see in the workplace and society. Employees would actually enjoy going to work and as a result, would strive to reach their best potential. This would then be reflected in how they would treat their customers and fellow-employees, a virtuous cycle that would serve to lift everyone’s moods.→ Read More
Many of the emerging HR trends for 2017 are being driven by the millennial generation. Now representing the largest portion of the workforce, millennials value different things when it comes to their careers. What they want and what they look for — things like being recognized and making an immediate impact — have created a strong demand for employee engagement and recognition platforms that many leading companies are now adopting.
Employee recognition software linked to a corporation’s values can help incentivize employees while aligning performance with personal goals and values. → Read More
With the sands of 2016 close to completing their journey through the pinched middle of the proverbial hourglass, it is only natural to consider what 2017 has in store. But before the future becomes the present, learning what trends emerged in the HR space in 2016 might help inform, and better prepare us for what’s to come. Below are 5 HR trends that emerged in 2016 that we believe will become more ingrained and ubiquitous in the coming months and years:
1.→ Read More
The question of how to measure employee performance represents one of the last vestiges of old-school HR methodology. Today’s workforce is digitally transformed, highly social and mobile, made up of multiple generations, and collaborating across virtual and global locations. There has been a profound shift in the workforce away from hierarchical, top-down organizations towards teams and collaboration, where having a culture of recognition can drive engagement and results far more effectively than infrequent reviews handed down from on high by management.→ Read More
Creating an engaged workforce is critical to business success. Engaged employees positively impact retention, absenteeism, productivity, customer ratings, profitability, and many other business outcomes – as outlined by Gallup. Sadly, only 32% of U.S. employees are engaged – meaning they are “involved in, enthusiastic about and committed to their work and workplace.” And the numbers are even worse beyond our borders, with engagement standing at a mere 13% worldwide! While leading organizations are aware of the problem and are actively seeking solutions, many are not seeing a good return on their engagement investments.→ Read More
Today’s workplace is evolving rapidly. The recent focus on employee engagement has taught us plenty, including how closely tied employee engagement is to an organization’s success, and what happens in this disrupted, transformed workforce without engagement: our top talent moves on. We also know that one of the primary drivers of engagement is recognition. So where do those understandings lead? If we want to be successful in this changing landscape they lead to a workplace culture built on recognition, rewards, feedback and transparency.→ Read More
By: Amit Kaura
Senior Manager, Software Engineering, Achievers
Are your employees reaching their full potential at work? According to a Middlesex University study cited in a recent Sh!ft infographic, of almost 4,300 workers polled, a whopping 74% felt that they weren’t achieving their full potential at work. So how does a business engage its employees to make them feel empowered and more productive? One answer is by providing the right learning and development opportunities.
But how do you determine which learning and development opportunities are right for your employees?→ Read More
Dr. Donald Clifton’s book How Full Is Your Bucket revealed the number one reason people leave their jobs is because they don’t feel appreciated. But there’s a proven way to address this problem: focus on employee engagement. According to a Harvard Business Review study, 71% of respondents rank employee engagement as very important to achieving overall organizational success and recognition happens to be the #1 driver of employee engagement.
It’s clear businesses need to focus more on employee engagement and recognition strategies.→ Read More
How do you handle rewards and recognition within your workforce? Has your company kept pace with current trends in HR and the widely recognized need for employee engagement programs? Most importantly, are you aware that 51% of employees are not happy at work and that, according to Gallup, fully 87% of employees worldwide are not engaged? It has been proven that engagement is crucial for business growth. Business2Community recently reported that organizations with highly engaged employees outperform those with low employee engagement by 202%.→ Read More
Did you know companies in the top quartile of employee engagement see significantly better business results than bottom quartile organizations? According to Gallup, engagement leaders see 21% higher productivity, 22% higher profitability and 41% higher quality of work. This is also supported by Aon Hewitt, which found that a 5% increase in employee engagement is linked to a 3% increase in revenue growth in the subsequent year.
One company that is doing what it takes to stay in the top quartile of employee engagement is the world-leading communications technology and services company, Ericsson.→ Read More
Real-time recognition platforms can give you the data you need to create and sustain a magnetic company culture.
Selecting the right social employee recognition system starts with picking a partner, then vetting their platform.
The business landscape is evolving rapidly, and HR skills that were once highly prized are becoming obsolete. HR professionals no longer spend their time keeping records, and new technology has transformed how employees engage with their work. The best HR leaders have traded in paper pushing and business-as-usual management methods and have instead become strategic business partners, actively contributing to company growth. In order to keep their seat at the table, HR professionals have had to take advantage of the rich employee data that’s at their disposal.→ Read More
In 2016, look for organizations to tighten their focus on people management, from building an inclusive company culture to increasing employee engagement. HR trends to watch for 2016 include these three hot topics:
1. Increased use of data analysis
Analyzing data to gather consumer information has been a staple of marketing strategy for decades, but data analytics is only now starting to catch on for HR professionals. One study indicates that the use of big data for people management is gathering momentum, with the current industry average at 42 percent.→ Read More
The third of the seismic shifts that will affect human capital, human resources, and the human experience at work is the move from theoretical models to real-world behaviors, according to best-selling author and management expert Marcus Buckingham.
As he explained at Achievers Customer Experience 2015, the seismic shifts will force organizations to zoom in from current broad, depersonalized views to localized, team-based approaches to talent management. Buckingham, who also is the founder and chairman of TMBC, shared that today’s HR development tools are based on models, not people.→ Read More
Marcus Buckingham, best-selling author and founder of TMBC, outlined the three seismic shifts in talent management that will take an organization’s focus down to the local level, upset the traditional performance review process, and up-end traditional competency models. During his keynote at Achievers Customer Experience (ACE) 2015, Buckingham explained that organizations will need to move from big data to real-time, reliable data.
According to him, performance ratings data is typically “garbage” because it is generated only once or twice per year, and it’s based on the fallacy that human beings can be reliable of raters of other human beings.→ Read More
The three seismic shifts that will affect human beings, human capital, and human resources, according to Marcus Buckingham, best-selling author and chair and founder of TMBC, will change organizations’ focus down to the local level, upset the traditional performance review process, and up-end traditional competency models.
At Achievers Customer Experience (ACE) 2015, he elaborated on the first of three: the shift from serving the organization to serving the team leader. As he noted, in any given company, with policies, procedures, culture, and environment being equal, the success of teams can still vary wildly.→ Read More
There are three seismic shifts underfoot that will affect human capital, human resources, and the human experience at work.
These shifts will force organizations to zoom in from their broad, depersonalized view and instead take a localized, team-based approach to talent management. According to best-selling author and management expert Marcus Buckingham, organizations need to overhaul the traditional performance review process and upend existing competency models.
At Achievers, we love our customers. We’re interviewing them to highlight their expertise, advice, and secrets to success.
Cox Automotive, a leading provider of products and services that span the automotive ecosystem worldwide, has nearly 25,000 employees working across more than 24 brands, including Autotrader, Kelley Blue Book, Manheim, and a number of other best-in-class companies. Cox Automotive’s expansion over the past few years has created an interesting opportunity for Heather Markle, Cox Auto’s Manager of Rewards & Recognition.
How many of you remember your Achievers launch?→ Read More
Gartner recently completed their “Technology Overview for Employee Recognition and Rewards Software,” a comprehensive look at the evolution of R&R technologies over the past five years. They investigated a variety of solutions, including the Achievers Employee Success Platform, to determine what features and functionality consumers can expect, the common use cases for employee recognition platforms, and what criteria HR and IT professionals should use to select a solution.
By now, you’ve heard the news: employee engagement is a huge challenge for the modern workforce. As a result, businesses are dealing with high turnover rates, absenteeism, low performance numbers, and loss of customers.
Studies have revealed that employee recognition is one of the top drivers of engagement, so for many HR professionals, recognition seems like the silver bullet.
In fact, in 2014, Brandon Hall Group discovered that companies that invest in social recognition programs see a 96% employee participation rate in engagement efforts, versus only 38% participation with other types of engagement programs.→ Read More
Today, we’re excited to announce the 50 Most Engaged Workplaces in North America for 2015. This annual award recognizes top employers that display leadership and innovation in engaging their workplaces.
Our panel of judges evaluated each applicant based on the Eight Elements of Employee Engagement™: Communication, Leadership, Culture, Rewards and Recognition, Professional and Personal Growth, Accountability and Performance, Vision and Values and Corporate Social Responsibility.
The panel of judges was comprised of academic and thought leaders on employee engagement from organizations such as the Society for Human Resource Management (SHRM), Human Capital Institute and Human Resource Executive.→ Read More
Guest post by Jeff Waldman, Founder & Social HR Strategist of Stratify and SocialHRCamp
We’ve seen an unprecedented explosion in SaaS-based HR technology in the past 5+ years. Solutions that potentially solve virtually every conceivable problem within the broad spectrum of Human Resources—recruitment, on-boarding, performance management, employee engagement, recognition, talent management—the list goes on. The possibilities are infinite as to how successful these emerging technologies are at driving business value for organizations across the globe.
Yet, with all of this technology goodness comes a basic observation, or challenge, that may impact the ability of organizations to maximize value; people.→ Read More
This week, HR professionals from around the world are gathering in Las Vegas, but it’s not to roll the dice. It’s to talk about technology—HR technology. While this may not seem as sexy as Sinatra or the roulette tables, how we use technology in the workplace today, and in the future, is on everyone’s minds, and probably in our pockets, too.
But great HR technology isn’t as simple as creating a snazzy app or adding a few bells and whistles to old systems and services.→ Read More