Employee Engagement

By Terri Moore
Media reports and social media channels these days are full of data and stats related to the “great resignation” of employees of all ages, and across all types of jobs. Much of this exodus has been reported to be related to employees’ experiences during the pandemic. Working from home has provided many employees with more control over their work/life balance, as well as the opportunity to re-examine their work/life values.

the widespread understanding among organizations of all kinds that the employee experience is directly related to, and has a significant impact on, the customer experience.... The term “employee experience” has become a very popular buzzword over the past several years. Do a quick Google search and you’ll come up with 7.8 billion results. Even putting the term in parentheses yields almost 2.5 million results.

By Lindsey Lyons
Trying to complete a project or task at work when feeling unwell, tired, stressed, or unhappy can be challenging. Those feelings can also disrupt team culture as they negatively affect how a person interacts with others. With the global pandemic in its second year, we are seeing more and more people struggling with these feelings. So, how do you address your employees' physical, mental, emotional, and social needs? Incorporating wellness into your employee engagement strategies and using an engagement platform like Inspirus® Connects, are two ways to accomplish this.

By Sean Mayo
The most successful organizations recognize the value of engaged employees and understand that engagement is driven to a large degree by recognition and rewards — not just from managers, but from peers, customers, and others. However, the challenge companies face is that the more they grow. The more challenging it becomes to recognize employees consistently and appropriately for the contributions they make. Employing the right employee engagement strategies can make a big difference.

By Kelly Briggs
The downtime during the pandemic shutdown of 2020, coupled with this past summer, gave us all a lot of time to catch up on our reading. We explored new books, re-read old favorites, and exchanged picks with our friends and co-workers, all with the purpose of enjoyment, enlightenment, and continuous learning.

By Kelly Briggs
It’s been a rough time for all of us since COVID-19 emerged and changed the work world forever. Just as employers thought they would be soon getting back to some semblance of normalcy, the Delta variant surfaced causing many to shutter or shift plans to call employees back to the workplace and attempts to go back to “business as usual.” Many have accepted the likely reality that business will never be back to usual — business leaders will need to learn to navigate, lead, and inspire in a workplace where some employees (and managers) will be on site and others will be working remotely.

By Kelly Briggs
With COVID-19 vaccines easing the many virus restrictions on our everyday lives, the time has finally come for many workers to return to the office. But although the transition back may be welcomed by some, many are having a challenging time with it.

By Kelley Briggs
In recent years, it has become evident that creating a company culture that encourages employee engagement does more than simply keep your workers content. According to Gallup, a highly engaged business unit is 21% more profitable than your average company and receives 10% more approval... in customer ratings. It follows then that engagement will not only be a major focal point in 2021, but it will assume a deeper meaning, a way for organizations to attract and retain the best talent... Techniques for Employee Rewards and Recognition to consider.

By Kelly Briggs
Work-related burnout is more common than many of us may realize. Nearly two-thirds of US workers have experienced burnout. For many employees, the COVID-19 pandemic has added another layer of stress to their already hectic lives.

By Kelley Briggs
Will using employee rewards and recognition reinforce workplace safety? Having a workplace safety program is essential for any business, company, or corporation. A safe work environment is good for everyone — it protects employees, employers, and visitors, plus it maintains the daily workflow.

By Kelley Briggs
It’s more important than ever for managers to make sure their employees feel valued and acknowledged for their efforts. It doesn’t take much, but during times like this, simple gestures can make a huge impact. One of the most effective ways to acknowledge employees is to know their recognition preferences. It can be as easy as knowing they prefer a quick thank you email instead of being recognized in front of others in a team meeting. Find what forms of recognition resonate most with your employees.

By Kelley Briggs
You never get a second chance to make a great first impression. When it comes to introducing new hires to your company culture, the onboarding and training experience is a huge opportunity to initiate employee engagement by communicating your mission, vision, and values from day one. Employees who feel connected to the company's "why" bring more of themselves to work, are more engaged, and more loyal.

By Kelly Briggs
It’s no secret that the most highly regarded employers draw in the top talent in the industry. When your knowledge, experience, and natural gifts are considerable enough, you’re afforded the luxury of choice, and if you have a choice, then it follows that you’re most likely going to choose to work for a top company.

By Kelly Briggs
2020 was a year of seismic change— not just for those in the world of HR, but for the world as a whole. The COVID-19 pandemic caused many businesses to transition to remote work in order to continue forward. With that transition came a number of new problems for HR leaders that have required some innovative thinking to solve.

By Kelley BriggS
Employee engagement has grown in awareness and importance over the past decade, beyond human resources and into the offices of executives and organizational leaders. Why? Extensive research by Gallup found that, on average, 17.2 percent of an organization’s workforce is actively disengaged. Gallup also found that an actively disengaged employee costs their organization $3,400 for every $10,000 of salary, or 34 percent. That means an actively disengaged employee who makes $60,000 a year costs their company $20,400 a year! Couple that with Gartner research, which found a 13% increase.