There is a new bug going around and I’m afraid we are all going to catch it. The bug is you will lose several high-performing employees because they will choose to stay home to teach their school-aged children. Given the…
What does science tell us about cutting turnover and improving engagement? Do scientific studies mention exit interviews? Employee surveys? Focus groups? Salary surveys? Benefits benchmarks?
Does any metric across your entire company matter more than employee engagement? Or employee retention? Unless you are creating revenue entirely with robots, the answer is no. As you consider this, also consider that top-performers generate as much productivity as four workers, so it is essential that you know what each of them thinks about...
June’s report showed Gallup’s most significant drop in history, where employee engagement decreased to 31%...fast. Gallup tells us the largest decline “was among those in managerial or leadership positions, as well as non-White respondents and those with Democratic political party affiliations or independents”.
It is hard to build the personal level of trust that is required for true engagement and retention without in-person interactions.
There continues to be a lot of action on the job-changing front. The data doesn’t lie
Choose any one of the hot current supervisory training programs, say Emotional Intelligence or Situational Leadership or Constructive Confrontations, and you’ll find they all hit the wall in practice due to a very easy-to-grasp reason.
SHRM and I are collaborating on a new book, aiming to re-direct companies to build entirely new cultures and identify new benefits coming out of the pandemic.
SHRM and I are collaborating on a new book, aiming to re-direct companies to build entirely new cultures and identify new benefits coming out of the pandemic.
SHRM and I are collaborating on a new book, aiming to re-direct companies to build entirely new cultures and identify new benefits coming out of the pandemic.