Employee Surveys:Why Continuous Listening is the Future
For years, annual surveys have been the go-to method for organizations to collect employee feedback. These surveys offer leadership insight into workplace satisfaction and areas for improvement. However, in today’s ever-evolving work environment, once-a-year check-ins aren’t enough. More and more companies are
Skills-First Hiring: A New Paradigm for Building High-Performing Teams
In high-performance cultures, success is driven not just by results but by the people behind them. While implementing effective high-performance work systems is crucial, the true foundation of high performance lies in the talent you’re attracting—and retaining. Skills-first hiring shifts the focus, bringing in better
Acknowledgement and Appreciation: Key Drivers for Re-engaging Your Workforce
In today’s competitive and rapidly evolving workplace landscape, one truth stands out: employees care about more than just a paycheck. They want respect, a sense of purpose within their organization, acknowledgement and appreciation. Contrary to belief, engagement is not an innate trait all employees have. Instead,
Shocking News: Employee Engagement is Terrible
Employee engagement has hit an 11-year low after another 3% dip in Q1 2024. It’s a downward trend that should sound the alarm—this is a growing issue that companies can no longer afford to ignore. Employee engagement goes beyond just showing up for work and completing daily tasks. When engagement levels drop, the r
Why Employee Engagement is Important: 8 Ways to Increase Engagement
Employee engagement is on a continued decline. Q1 2024 has already seen a 3% dip with 17% of employees actively disengaged. 3% may seem insignificant, but it accounts for 4.8 million workers and an 11-year low in overall engagement. The decline in employee engagement has shown there is a need for better employee en
Challenges Of Managing Multi-Generational Teams: 8 Major Obstacles And How To Overcome Them
The adoption of a tailored approach to people in a particular management or organization with, different career goals, communication styles, rewards, and recognition is considered a multi-generational team. Additionally, a variation of people with different age groups, qualifications, skills, and backgrounds are working