Bravo! Recognizing that the employees truly are the front line with the customers is key. Those that know your customers the most are also most connected to what they want from your organization. Working in partnership with employees can go a long ways to increasing the productivity and profitability of a company.
so much wonderful information included in this report by Deloitte. Wonderful read and tools included. Although majority of it was information that we knew intuitively it assisted in quantifying and crystallizing the top priorities. Connecting the dots so to speak, to borrow from their graphics.
During a trip to California last fall, I stopped in to visit a friend of mine who works at Dropbox. He zipped over to the reception area to fetch me on a Razor scooter, provided to employees to make getting around the office faster (and cooler), took me past the morning yoga class currently in session, the fresh squeezed juice station and granola wall, and the made-to-order stir fry bar, to the plush music room, equipped with instruments and big soft couches arranged in a lounge/bar atmosphere. At the time, I was struggling to raise another round for my start-up, and was packing my own lunch for the plane to save money. It was as if I had walked into a physical representation of the opportunity costs of running my own company — and it was painful.
I am so glad to see that this author correctly identifies these as perks or additions to compensation plans. As more employees are seeking other things than the traditional cash compensation, this does provide a competitive advantage as a distinguisher between organizations for individuals considering which organizations to work for. However, what has to go hand in hand with these amendments to traditional compensation plans is a culture that supports and lives the philosophies that underline it. As the author notes, not all firms can afford this and it is the kind of work and professional development environment that exists beyond these components that will guide the "happiness" and continued engagement of an employee.
I recently read an article that was describing corporate culture as lunch provided everyday & free beer on Friday. If you take away those superficial connections for an employee - which are merely non cash components of a compensation plan and not a long term contributor to organizational culture - an engaged employee will remain committed to excelling in their role and for the organization.
An unengaged employee will be more impacted by that removal, resulting in connecting with that employee becoming even harder to achieve.
Engagement is multi-layered and more complex than being provided a sandwich so that I can continue to work through what should be a period of refreshment called lunchtime.
I myself am trying a temporary work space change and definitely understand the need for it to be a little longer than a few days. You need that adjustment period to get used to the "weirdness" of a new space, organization of the space, even the sounds and smells that are "different" than what you knew about. It definitely is taking me outside of my comfort zone, which is good, and hopefully leads to a "shifted" perspective for other aspects of my job. Stay tuned!
Globe and Mail Don't make this common HR mistake Globe and Mail Nature abhors a vacuum; yet many small business owners continue to struggle with human resource issues in the absence of a key ingredient: their employees.
“The Rise of HR: Wisdom from 73 Thought Leaders,” is a recent anthology published by the HR Certification Institute in collaboration with Dave Ulrich, Professor, University of Michigan and Co-founder of The RBL Group, Bill Schiemann, CEO, Metrus Group, Inc. and Libby Sartain, Business Advisor and Board Member.
The human ingenuity within any organisation are it's greatest competitive advantage. Yet according to the latest statistics, over half of todays workers are disengaged . When leaders are committed and actively working to engage, inspire and embolden – they unleash untapped potential and raise the bar not just on productivity, but on the value their organization contributes to all stakeholders.
In today’s high-tech, high-speed, high-stress world, communication is more important then ever, yet we seem to devote less and less time to really listening to one another. Genuine listening has become a rare gift—the gift of time. It helps build relationships, solve problems, ensure understanding, resolve conflicts, and improve accuracy. At work, effective listening means fewer errors and less wasted time. At home, it helps develop resourceful, self-reliant kids who can solve their own problems. Listening builds friendships and careers. It saves money and marriages.
I had a conversation with someone the other day that had them popping up again in the most interesting of places... in a dream I had they were photo bombing everywhere! And the expression on their face & their body language indicated that they were in distress. It made me realize that I had missed some strong cues as to their state of mind the last time that we talked. When I picked up the phone to arrange to reconnect with them, this time I really listened and heard so much more than I had the day before. Truly listening is both art and science and a skill that needs to be refined so much more than is currently happening.
"Lots people want to get started with game based learning, gamification and serious games in their training. We’ve been curating game related content for over a year and a half while conducting our own research and case studies. Here are 100 articles related to games and learning. Some of them are research-based, while others just offer an interesting perspective to spark discussion. Take what you need and share this with a colleague."
Debra Walker's insight:
I have recently been working with organizations on how the introduction of gamification into their training and development strategy plans for employee skill development. The interesting thing as well is the application of the concepts to both hard and soft skills, that allow for returning to the results in the future as well as updating of skills as the individual progresses.
Our conceptions of work have shifted, and work is more about finding meaning and independence. Companies that refuse to offer flexible, autonomous, and creative work environments, won't be able to attract the best people.
Organizations would be more engaging, business more relevant, and life more interesting if more people (in the corporate world, and else) dared to think different and to take risks. Even just a little.
Via Kenneth Mikkelsen
For another, there's so much to explore--information, topics of interest, smart, creative, and forward thinking people--out in the world of Human Resources for any one person to absorb. In light of this, my blog will serve as a ...
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