Employer Branding News
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Employer Branding News
How to attract, satisfy and retain talent
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5 Tips To Banish The Boredom At Work, Employer Branding News

5 Tips To Banish The Boredom At Work, Employer Branding News | Employer Branding News | Scoop.it

Boredom can be bad news in a world that values engagement and contribution. Yet it’s a reality for both long-time staffers and newcomers who took a job that they could do in their sleep because something more suitable wasn’t available. One-fourth of office workers suffer from chronic boredom, and they say it causes them to lose concentration and make mistakes.

 

1. Ask your boss key questions.

2. Seek out temporary assignments and cross-training.

3. Take five people to lunch.

4. Find a project that wows you.

5. Ask for more work.

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Every Leader’s Achilles Heel, Business 2 Community

Every Leader’s Achilles Heel, Business 2 Community | Employer Branding News | Scoop.it

For otherwise outstanding leaders, it is a lack of clarity.

 

You may be a brilliant motivator and leader of great character who empowers their team for success and inspires them to move to action. You may be trustworthy and a leader who lives each value of the organization in an exemplary fashion. You may approach your leadership role with a servant mentality and recognize every success and strength of your followers and organizations. And you may be the most honorable and courageous leader on the field.

 

But if you are not clear on your:

- Purpose

- Vision

- Strategies

you will either lead your followers in circles, down the wrong path, or leave them confused and bumping into each other.

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6 Ways to Blend New Employees in Better, Tony Kubica and Sara LaForest at ERE

6 Ways to Blend New Employees in Better, Tony Kubica and Sara LaForest at ERE | Employer Branding News | Scoop.it

The key purpose of talent integration is to reduce the time for those new to their roles to become productive contributors.

A purposeful discussion between the new staff and their immediate supervisor within the first few days of hire. Internal mentorship for the new employee to help them understand the organizational culture. Coaching for new managers to support the transition. Regular feedback meetings, monthly at a minimum

 

Preparation

1. Make sure the hiring manager have accurately assessed he job qualification.

2. Use behaviorally-based interview questions.

3. Include culture-based questions.

4. Include a scenario-based problem.

5. Share with the candidates your organization’s talent integration process.

6. Consider having top candidates complete a personality-based job performance indicator.

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The Six Enemies of Greatness and Happiness, Jessica Hagy Forbes

The Six Enemies of Greatness and Happiness, Jessica Hagy  Forbes | Employer Branding News | Scoop.it

These six factors can erode the grandest of plans and the noblest of intentions. They can turn visionaries into paper-pushers and wide-eyed dreamers into shivering, weeping balls of regret. Beware!

 1) Availability
 2) Ignorance
 3) Committees
 4) Comfort
 5) Momentum
 6) Passivity

There’s a difference between being agreeable and agreeing to everything. Trust the little internal voice that tells you, “this is a bad idea.”

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Seven Ways to Boost Employee Morale, Marcus Erb

Seven Ways to Boost Employee Morale, Marcus Erb | Employer Branding News | Scoop.it

Since employee morale can quickly build or break a company's success, effective leaders often keep a close eye on it and enlist simple and creative approaches to strengthen it. 

 

1. Keep employees feeling their work is more than just a job.

2. Take time to creatively celebrate accomplishments.

3. Grant time off to employees to pursue projects they are passionate about.

4. Mix up the company's usual way of doing things.

5. Don't forget to have fun.

6. Train employees to develop positive attitudes.

7. Offer time away from the office to do some good.

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You Can Make Their Day: Ten Tips for the Leader About Employee Motivation, Susan M Heathfield

You can make their day or break their day. Your choice. No kidding. Other than the decisions individuals make on their own about liking their work, you are the most powerful factor in employee motivation.

 

- Use Simple, Powerful Words for Employee Motivation

- For Employee Motivation, Make Sure People Know What You Expect

- Provide Regular Feedback for Employee Motivation

- People Need Positive and Not So Positive Consequences

- It Ain't Magic. It's Discipline.

- Continue Learning and Trying Out New Ideas for Employee Motivation

- Make Time for People for Employee Motivation

- Focus on the Development of People for Employee Motivation

- Share the Goals and the Context: Communicate for Employee Motivation

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How to Improve Employee Morale

How to Improve Employee Morale | Employer Branding News | Scoop.it

Studies have shown that employee morale is directly tied to productivity – the more stressed and dissatisfied employees are the more productivity will plunge. 

 

1 Recognize the value of your employees
2 Let people know they are appreciated
3 Provide employee perks
4 Offer bonuses
5 Understand the work environment
6 Use 360 degree feedback surveys 
7 Encourage communication between employees and management
8 Revise the company mission statement
9 Make sure the values and ethics
10 Find ways to make life more pleasant
11 Be loyal to your employees
12 Give employees a chance to help others
13 Have fun!

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Strategizing your Employment Value Proposition, GoodJob

Creating and producing a winning employment value proposition (or EVP for short) are critical steps towards achieving a strategic advantage in the labor market. A smartly-structured EVP tells your “story” to potential candidates, and what you promise in terms of opportunities for internal growth, benefits, the high level of the workforce and managerial staff, the significance of the product or service, and the general corporate culture. In other words, it is your elevator pitch, in which you spell out the unique value you offer as an employer (a “what’s in it for me” pledge).

 

1. Work Environment
2. Opportunities for Personal and Professional Growth
3. Organization
4. People
5. Immediate Incentives

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Probe performance issues with these questions, Ragan

Get to the bottom of the situation by asking questions on these important topics:
• Job satisfaction.
• Purpose.

• Confidence. 
• Personal life. 
• Commitment. 
• Training. 
• Guidance. 
• Goals. 
• Recognition. 

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Recognition Increases Retention & Performance, Derek Irvine

Recognition Increases Retention & Performance, Derek Irvine | Employer Branding News | Scoop.it

Without a truly strategic recognition program, you’re likely not doing all you can to retain employees, help them achieve and sustain maximum productivity, and engage them in your culture.

 

Surveying office administrative personnel, the survey revealed:

- 66% would leave their current position if not shown appreciation by their manager
-67% say receiving recognition greatly or somewhat improves their performance
-93% of employees saying receiving formal recognition helps motivate them to sustain high performance.

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Why an Employee Value Proposition Matters, Towers Watson

Financially high-performing companies are more likely to have an EVP than lower-performing ones. Find out how to create the right EVP for your organization and workforce, and how to communicate it broadly for maximum effectiveness and impact to best position your organization as we emerge from the economic crisis.

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7 steps to planning better presentations

7 steps to planning better presentations | Employer Branding News | Scoop.it

Ready to load up PowerPoint? Not so fast—that doesn’t happen until Step 5. Before that, you’ve got some work to do.

 

Preparing a presentation for a conference is no mean feat. With that level of time investment, especially if you’re creating multiple presentations each year, you need to make sure you invest your time well.

 

1. Decide on your topic.

2. Create your framework

3. Flesh it out

4. Write it out

5. Start the deck

6. Visuals!

7. Refine and rehearse

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Why do they leave? Eliminate these retention killers, HRCommunications

Why do they leave? Eliminate these retention killers, HRCommunications | Employer Branding News | Scoop.it

You can’t retain your best employees unless you know what motivates good people to leave an organization. Money, of course, isn’t the only factor. Take a look at the main reasons employees decide to move on:


• Unfulfilled expectations.
• Lack of feedback/coaching.
• Limited opportunities.
• Lack of recognition.
• Stress.
• Lack of confidence in leaders.

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Employee Satisfaction Grows With Ongoing Feedback. Derek Irvine, Talent Management

Employee Satisfaction Grows With Ongoing Feedback. Derek Irvine, Talent Management | Employer Branding News | Scoop.it

Employees who receive recognition throughout the year are more satisfied in their roles compared to those who only receive it once a year:
• 75 percent are satisfied with the level of recognition they receive for doing a good job at work, compared to 42 percent who only receive annual feedback.
• 91 percent think their manager or supervisor acknowledges and appreciates them at work, versus 60 percent who only get annual reviews.
• 54 percent think people are rewarded according to their job performance, versus 42 percent of employees who get yearly feedback.

 

Organizations evaluating how to build a strategic recognition program should consider six hallmarks:

- Single, clear global strategy

- Executive sponsorship with defined goals

- Value alignment

- Participation

- Power of individual choice

- Crowd wisdom

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The rocket science of employer value proposition, Carl Zide

The rocket science of employer value proposition, Carl Zide | Employer Branding News | Scoop.it

No, there is no rocket science to design an employer value proposition. Every company has one, designed by the company or by accident. Design by accident is by far the most common strategy among companies. Most companies don’t bother. Why should you?

Your company has a vision and goals what to do and how to accomplish it. You offer selected people work within your organization to fulfill the vision and the goals. But what you offer people is not just work, you offer them a employer value proposition. The employer value proposition consists of:

    * Compensation: salary, pension, insurances, breakfast, lunch, free soda etc
    * Professional challenge: demanding tasks, great colleagues, an engaging company vision, an exciting industry etc
    * Professional development: regular and planned training, development, mentoring, coaching, career possibilities, great managers to support individual growth etc
    * Social activities: Friday fika, Thursday beer, fossball table/Playstation/Xbox, company trip, poker events, Christmas party, sport activities like football, running, kayaking, fishing etc

 
Employer value proposition important
The goal for the employer is to convince the employee candidate that this specific value proposition is as tasty as possible and that the components in the value proposition support the recruitment, satisfaction and retention of the key employees.

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Are You Really Serious About Improving Morale? by David Lee

Are You Really Serious About Improving Morale? by David Lee | Employer Branding News | Scoop.it

Business objectives that relate to your company’s success, such as increasing quality, productivity, and customer loyalty, while reducing turnover, absenteeism, and safety related costs, are all influenced by employee morale. Therefore, keeping morale high should be on every manager’s radar screen.

 

- Are You “Being Penny Wise and Dollar Foolish” … or Just Plain Delusional?

- Are You Trying to Solve an Experiential Problem With a Goodies, Gimmicks, and Gala Events?

- Would You Use This Approach In Your Personal Life?

 

1. Remember That Goodies, Gimmicks, and Gala Events Are The Frosting, Not The Cake.

2. Make Sure All Managers Understand “It’s the Little Things, and Every Little Thing Matters”.

3. Most of the Answers Are Within You and Your Workforce… So Ask.

4. Be Willing To Look In The Mirror – Especially If You’re At The Top.

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How to Improve Company Morale Without Spending Money

How to Improve Company Morale Without Spending Money | Employer Branding News | Scoop.it

Company morale is a key indication of employee satisfaction. Employers dream of having smiling employees who arrive to work early and motivated to produce results for their employer.

 

1 Determine what motivates employees through a survey.

2 Communicate how the company's vision and mission connect to individual employee goals.

3 Instill a sense of confidence in the company's ability to provide resources for employees to succeed.

4 Use a company mascots, casual dress day or themed apparel to promote a sense of team spirit. 

5 Lead by example. Model the behavior you seek in your employees.  

6 Promote open communication. 

7 Hold employees accountable.

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How to Develop Good Morale in the Workplace, Monica Patrick

How to Develop Good Morale in the Workplace, Monica Patrick | Employer Branding News | Scoop.it

Morale is the invisible force that adjusts the comfort level of the workplace. When moral is high, small businesses see innovation and productivity peak. Low-morale brings down the production curb and makes work seem less energetic and enjoyable.

 

- Solicit feedback from employees 
- Hold career-track meetings with each employee
- Offer incentives
- Support family time 
- Show your employees that you care
- Talk to employees regularly
- Meet with employees and address the issue of low-morale head on

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Is your organization at peak performance? by Ragan

Is your organization really performing at the highest level? The answer isn’t simply a matter of yearend profits; it depends on factors like culture, retention, stability, innovation—and the list goes on. Look for these indications of a healthy, high-performing culture in your organization:


• Ownership. 
• Morale. 
• Authority. 
• Accountability. 
• Helpfulness.
• Positivity. 
• Solutions. 

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Why Large Companies Fail To Keep Their Best Talent, Eric Jackson

Why Large Companies Fail To Keep Their Best Talent, Eric Jackson | Employer Branding News | Scoop.it

Big companies are notoriously bad at keeping their best people. Here's why Dilbert lives in most big companies.

 

1. Big Company Bureaucracy. 

2. Failing to Find a Project for the Talent that Ignites Their Passion. 

3. Poor Annual Performance Reviews. 

4. No Discussion around Career Development. 

5. Shifting Whims/Strategic Priorities.

6. Lack of Accountability and/or telling them how to do their Jobs. 

7. Top Talent likes other Top Talent. 

8. The Missing Vision Thing. 

9. Lack of Open-Mindedness. 

10. Who’s the Boss?

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Why Employer Branding Matters, Bob Kelleher

Why Employer Branding Matters, Bob Kelleher | Employer Branding News | Scoop.it

Why do people stay with your company?

Why do people want to work for your company?
Who are your stars; what are the common behaviors and traits that your stars possess?

 

What do BMW, Apple, and Southwest Airlines have in common?

 

They are all exceptional at linking employment and product brand. Apple hires the most creative people to make the most creative products. BMW hires people who are driving enthusiasts to build the ultimate driving machine. Southwest Airlines hires people who have “fun” in their DNA.


These three companies also excel at a practice I call tri-branding. In addition to linking both product and employment brand, they also get their customers to sing their praises or live their brand. For instance, I’m a Droid user, and I continue to be surprised at the number of iPhone friends who take delight at “trumping” my Droid apps with their own Apple apps. They’re actually living the Apple brand.

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Book: The Interdependence of Employee and Customer Satisfaction, Yasemin Mehmet

In the last years, organisations have invested considerable resources into programs that enhance the satisfaction of their personnel. The implicit proposition underlying these activities is that content employees lead to content clients.

 

Employee satisfaction is expected to result in better working performance including politeness, positive non-verbal behaviour, respect, and cooperativeness in the employee-customer interaction. In the interaction process customers may affect the satisfaction of employees.

 

- Is there an influence of customer satisfaction on employee satisfaction?

- Does employee satisfaction have an impact on customer satisfaction?

- Is there an interrelation between customer satisfaction and employee satisfaction?

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