Stuck in their ways, many employers still believe annual performance reviews provide the best mechanism to gauge employee engagement, chart progress, and surpass company goals.
Their logic is simple: reviews shine a light on where employees stand right now, and they help predict where workers may end up tomorrow. Feedback, naturally, is critical to employee development. Employees understand this perfectly, which is why a majority of them actually enjoy hearing negative feedback.
How else can workers expect to improve if no one is telling them what they’re doing wrong?
Mobile technology has made major advances in the few short years that cell phones have come on the scene. In a relatively short time, computers have gone from being the size of a small apartment to fitting snugly in your pocket. Now we're seeing learning go mobile as well. We're no longer forced to carry out all of our learning in a single physical location when we can carry our classrooms in our pockets anywhere in the world. #
Here are five reasons why mobile learning can benefit your business.
The role of HR has evolved significantly over the last few decades. Today, HR professionals have a lot of responsibilities, including recruiting, onboarding, and engagement, among other things. HR departments work to make sure their employees are given the support they need to reach their full potential. In doing so, organizations become stronger and grow more rapidly.
That’s what HR is supposed to do, anyway. So how does your department stack up? Now that you know what your HR department should be doing, let’s take a look at three things HR professionals should avoid at all cost:
When looking for a remote employee, employers should begin by understanding how both the employee and the employer benefit from remote work.
First, the employer may not have to expand real estate costs as quickly as they would if all employees were located in office. While not always entirely avoidable, this could save some much-needed company funds when they are needed most (like for that company Christmas party).
Second, employees save money on commuting costs. Not only that, but it saves time on both ends. Driving clear across town (or even into a different state) is not always a pleasure for employees.
In today’s fast-paced, tech-driven world, it’s critical for businesses to do everything within their power to keep their employees engaged. Quite simply, engaged employees are happier, they’re more productive, and they’re less likely to look for a job at another organization.
Despite that notion, results from Deloitte’s 2015 Global Human Capital Trends survey found that:
87% of organizations say employee engagement is one of their top challenges.
"Micro-learning is arguably the hottest e-learning trend. It refers to the delivery of the training content in the form of information nuggets. The content is divided into several bite-sized, “independent” chunks, each having a span of not more than 10 minutes."
Like virtually all other departments, human resources has changed tremendously over the years.
In fact, while bearing some similarities to their counterparts from history, today’s HR departments look almost completely different than their predecessors. So what exactly is HR’s role in today’s organization? Let’s take a look:
People don’t leave companies, they leave managers. We’ve all heard it before, but I don’t think business leaders really believe it.
According to a recent Gallup study, 50% of employees leave jobs “to get away from their manager.” Ouch.
If you want engaged employees and a successful business, your managers can be your secret weapon. And since companies struggle to believe or implement all the literature out there of how to approach it – I’ll try something a little different. Something more reflective.
Labour-intensive work, particularly if it is repetitive, is bound to take its toll on health. Certain occupations, such as police work or firefighting, take on a variety of elevated risks that are considered, “just part of the job.”
But professional work is hardly immune to potentially life-shortening work conditions. Indeed, the sedentary nature of desk work where little or no physical movement is required presents its own set of dangers.
Numerous studies point to the increased likelihood of some kind of pain resulting from sitting all day, not to mention a higher risk of heart disease. Nor is the standing desk the answer, as being on your feet all day is as much a cause of backaches and fatigue as sitting.
Durring the blitz, on 10 May 1941 the House of Commons Chamber was bombed. Arriving at the scene, the fire service was forced to choose between battling the blaze or fighting a second fire raging in medieval Westminster Hall.
They chose the latter.
By the following morning only a smoking shell remained and a new Commons Chamber was needed. In the ensuing debate over the building’s design, Churchill stood firm. He argued staunchly for the retention of the Chamber’s original rectangular shape, believing its adversarial design was responsible for the development of British democracy’s two-party system.
‘We shape our buildings,’ he said. He followed with: ‘afterwards our buildings shape us.’
Performance reviews are meant to help an employee improve their, well, performance. But why is it that most reviews leave people feeling worse about themselves? Check out how these stats from Globoforce pair up:
91% of organizations do performance reviews 51% of employees see their reviews are inaccurate
There seems to be a misalignment between those administering performance reviews and those being reviewed. So how does this impact an employee's work life? Here are 11 ways a terrible performance review process can negatively impact an employee.
Matched learning, employee development, sponsored qualifications – whatever you may call it, offering an employee learning scheme brings the double advantage of upskilling the workforce while serving as an effective retention tool. Most workers highly value the opportunity to learn – even more so if work is offering to pay for said qualification.
At potentially thousands of pounds per employee, however, not to mention the man hours which are lost to classroom time or assignments, it’s not surprising if some businesses put up a little resistance when that request for learning is received. Yet educating staff benefits the economy and increases personal self-worth – plus it enhances your reputation as a Great Place to Work. Should you invest in educating your employees? If so, to what extent?
Gamification is set to be one of the hottest topics in corporate learning this year in the quest to move beyond ‘click-next’ elearning and inspire today’s learners. But just because gamification can be used in most elearning courses, it doesn’t mean it should. So when and how should you use it? And can it really help L&D win hearts and minds?
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