Employee Engagement

By Aspen Christopher
Feedback and engagement in the workplace go hand-in-hand. When delivered tactfully, the right types of employee feedback contribute to the growth of both an organization and the people who work there. Like any relationship, honest and trust-driven communication fuels success. In the case of workplace relationships, that communication hinges on the ability to freely share and receive feedback.

By Aspen Christopher
Feedback and engagement in the workplace go hand-in-hand. When delivered tactfully, the right types of employee feedback contribute to the growth of both an organization and the people who work there. Like any relationship, honest and trust-driven communication fuels success. In the case of workplace relationships, that communication hinges on the ability to freely share and receive feedback.

By Aspen Christopher
Most people would agree that constructive feedback is important for fostering a culture of continuous improvement, and building engagement, commitment, and continued contributions from employees. But what many people may not know is that feedback from director supervisors or managers isn’t the only kind of feedback that matters.

By Aspen Christopher
Having a strong employee feedback culture can be one of the most impactful catalysts for change in an organization. Whether meaningful praise or thoughtful suggestions, feedback fuels progress, and continuous improvement.

By Aspen Christopher
Changing organizational culture is high on the priority list for leaders across multiple industries as they strive to compete in an increasingly competitive global environment. Being nimble and shifting strategies quickly is what helps them get and keep top talent. By elevating organizational culture, you can do just that!

By Kelley Briggs
Companies with strong, thriving cultures unequivocally do better. Employees are more engaged.

By Kelley Briggs
Many workplaces look vastly different than they did just a few years ago. Gone are the days of detached cubicles for companies that are instead embracing more flexible arrangements and remote work. Strictly hierarchical power structures are retreating in favor of a more team-centered, collaborative approach.

By Edgar Vargas
Creating an outstanding company culture that both promotes a healthy work environment and fuels business growth is no easy task. That’s where working with employee engagement experts can help bridge knowledge gaps and execute strategies with tangible impact. The working world looks very different. Not only are organizations needing to find new, fresh ways to motivate and support employees in order to remain competitive, but they must also deal with the challenges of dispersed workforces.

Savvy business leaders know that engaged employees are productive employees — and that productive employees help to drive business results and desired business outcomes. Unfortunately, engagement isn’t something that’s easy to achieve, or maintain. It’s something that companies of all types and sizes tend to struggle with.

By Aspen Christopher
Employee engagement is a hot topic in most business circles and has been for quite some time — for a very good reason. Engagement matters for business growth. When employees are engaged with the work they do and the organizations they do it for, they’re more productive, less prone to absenteeism and turnover, and more loyal.

By Kelley Briggs
These are moments that matter. Those feelings of recognition, community, and achievement are what a thoughtful, comprehensive employee engagement strategy can deliver. Personalized Celebration Program and personalized celebration program is an important way to recognize and show appreciation for employees at an individual level. It goes beyond a one-size-fits-all approach to mark the moments for each employee, creating a more meaningful, impactful experience.

Rewards and recognition programs are a great way to motivate and engage employees. They can help boost morale, increase productivity, and improve overall job satisfaction. However, setting a budget for these programs can be challenging. Here are some tips to help you set a budget for a rewards and recognition program so that you can create a thriving culture that satisfies your employees and suits your bottom line.

By Kelley Briggs
There is no one way to “do HR” right — but many of the traditional models and practices in the HR scope are quickly becoming outdated, so there are lots of ways to get it wrong. Today’s HR leaders are expected to be in tune with the needs and expectations of employees and job seekers. In broad strokes, those include the desire to feel supported and included at work, to have access to real career opportunities and to have the flexibility and freedom to fit work into their lives, rather than the other way around. HR leaders and C-suite executives are at a crossroads: they must identify outdated practices and craft a new HR playbook, or risk falling behind and losing employees to organizations who have already redefined the strategic role of HR. 

By Andy Davis
Last year, Forbes suggested a list of technology investments including cloud cost optimization, integrated software delivery platforms, business applications that protect assets and people, resilient operational infrastructure, distributed data platforms, and more. HRExecutive.com reported data from WorkTech showing how global HR technology capital investments would outperform the rest of the market through the first half of 2022. So, while the rest of the market is sluggish, HR tech continues to thrive. Why?

By Kelley Briggs
In the past two years, HR leaders have seen talent recruitment and management turned upside down and inside out. The ‘Great Resignation,” hybrid work arrangements, and “quiet quitting” have impacted how HR leaders do their jobs, how employees respond to the “new normal” in their workplace, and what role organizations play in satisfying employees’ personal goals. One thing we have learned is when organizational leaders make an investment in the long-term success of their employees (a proactive mindset) rather than simply getting bodies back into seats (a reactive response), employees are happier and more motivated to perform at their highest levels.