It’s fair to say that the biggest asset any organisation has is its people. So, when changes and decisions need to be made, shouldn’t organisations be listening and involving their employees? After all, they are the ones at the coal face and responsible for day to day tasks and could come up with ideas that could positively change organisations and their bottom line. It is also quite likely that they know a lot more about how the organisation ‘ticks’ than the leaders!
Just a mile or two from our main office, lies the small town of Walton-on-the-Naze. What is particularly unique about this seaside town is that it is flanked on three sides by the sea. The Naze, an historic peninsula, is not only a natural open space, but is also a Site of Special Scientific Interest (SSSI) famed for its fossils found in the Red Crag cliffs.
There are many benefits of having an engaged workforce. Engaged employees are an asset to any organisation and give you the edge in an increasingly competitive marketplace. They’re more productive, absenteeism through sickness is reduced and they go that extra mile. In an ever-changing world it’s vital to gauge how motivated your staff are on a regular basis.
As the end of another year approaches, employee contribution and overall engagement levels can begin to falter as the organisation gradually winds down for the festive period. However, the end of one year and the beginning of another can be a great time to boost employee engagement activity. The weeks leading up to Christmas can be an extremely valuable and significant time to build employee motivation and recharge for the year ahead, and if approached correctly, can have a real impact on the organisations success in future months and an excellent start to the New Year.
According to the latest economic outlook report published by the Organisation for Economic Co-operation and Development (OECD), labour productivity in the UK remains ‘muted’ and would benefit from further gross fixed investment. There are a number of ways to boost productivity at a foundational level.
First estimates produced by the ONS for 2014 suggest that productivity output per hour in the UK was 20 percentage points below the average for the rest of the major G7 advanced economies, the widest productivity gap since comparable estimates began in 1991.
As organisations strive to improve performance and deliverance, having an engaged workforce is not only an advantage to achieving this, but also plays a key part as to whether an organisation sinks or swims.
Employee engagement is a workplace approach designed to ensure that employees are committed to the goals and values of their organisation, motivated to contribute to the success of their organisation, and are able, at the same time, to develop their own sense of job satisfaction and well-being.
One of the most frequently asked free text question in the employee surveys we carry out is ‘What is the BEST thing about working for XYZ’? And the most popular theme that comes out of asking this question is ‘The people I work with’.
So just how important are our work colleagues? Very, it seems.
As most people work long hours, it’s not surprising that time spent with work colleagues during waking hours exceeds that spent with spouses, families and friends outside of the workplace.
Bearing this fact in mind, it is important that organisations allow their people the opportunity to build quality relationships with their colleagues. This can be accomplished in many ways, either by informal social gatherings outside of work, workplace events and activities or just encouraging general employee interaction.
Equality and diversity in the workplace are people issues. It exists to make sure there is an ‘inclusive’ working environment where ‘difference’ is no obstacle to getting a job or progressing in a career. In the UK there are laws that oversee equality in the workplace and organisations must follow a set of practises to ensure discrimination on any grounds is eradicated and expectations of equality are met.
If administered correctly 360-degree feedback surveys can provide valuable, constructive insight into how an employee’s immediate work circle perceives an individual’s performance and behaviour. This data can then be used to devise individually tailored development plans that directly address identified strengths and weaknesses.
With Halloween just a matter of days away, I started to think about all things scary. When I was young, I was scared of all sorts of things, my dad, the school bully, monsters under the bed, ghosts in the wardrobe, you name it, but not so much these days.
Now I’m not saying that my boss is scary, though he does tend to make me jump sometimes, he is in fact completely the opposite – very democratic, visionary and able to let us all get on with what we need to do without too much interference.
Reigning for 63 years and 7 months, Queen Elizabeth II has surpassed the record set by her great-great-grandmother Queen Victoria. This is indeed and extraordinary feat.
Her Majesty has reigned over the UK and its commonwealth realms with a sure and steady hand that has not only earned her the respect of her people, but has positioned the British monarchy for a future that now appears brighter than ever.
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