Tag Archives: behavior

Inspirational 3 Minute Speech by Stacy Kramer at TED

12 Dec

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HR Articles :- Top Signs Your Employees Are Not Engaged

3 Dec

A tongue-in-cheek look at some signs that employees are not engaged, followed by proven action plans to improve that situation.
 
For decades, studies have shown that employee engagement has a direct influence on a company’s financial performance, its capacity to recruit other high performers and its ability to retain top talent.
 
To put a slightly off-kilter spin on employee engagement, here’s a list of signs your employees are not engaged, followed by an action plan that companies can implement to improve employee engagement within their organization.
 
Signs to be on the look-out for are:
 
1. Your employees are more satisfied with new episodes of MTV’s Jersey Shore than company benefits.
 
Action Plan:
Use an employee e-newsletter to regularly educate employees about their healthcare, vision and dental benefits, highlighting specific updates and special perks.
 
2. Your employees never show up to work on time yet always arrive at company parties 15 minutes early.
 
Action Plan:
Hold a time-management training seminar, teaching employees how to better manage their time and priorities.
 
3. Your employees are more interested in using Groupon to save them money than finding innovative ways to save the company money.
 
Action Plan:
Reward employees who come up with cost-saving ideas that will benefit the company’s bottom-line.
 
4. Your employees spend more time talking to their co-workers about their crazy weekend than completing important projects.
 
Action Plan:
Have teams establish ground rules for working together. Post them in a public place and encourage all team members to hold each other accountable to the new rules.
 
5. Your employees trust politicians more than they trust senior management.
 
Action Plan:
Make senior management more available and visible to employees to build trust.
 
6. Your employees remember their sister’s husband’s brother’s birthday but forget how to complete easy, painless work-related tasks.
 
Action Plan:
Ensure employees are aware of all the tools, software and equipment available to them and provide training to make sure employees understand how to use them to their full potential.
 
7. Your employees would rather voice their displeasure with their jobs on “www.ihatemyjob.com” than with their supervisors.
 
Action Plan:
Develop “office hours” for employees to openly voice their opinions and give suggestions to their supervisors.
 
8. Your employees call in sick on the same day and time every week.
 
Action Plan:
Institute an incentive policy where employees who accumulate a set number of unused sick days can earn an additional vacation day.
 
9. Your employees build origami out of important project materials instead of reading them.
 
Action Plan:
Hold monthly brainstorming meetings to allow employees’ creative sides to come out, generating new, innovative ideas for upcoming projects.
 
10. Your employees believe the odds of their favorite NFL team winning Super Bowl are better than the odds of their supervisor offering them a job promotion.
 
Action Plan:
Conduct one-on-one meetings with employees to discuss career growth and opportunities for advancement.
 
These signs and others like them require immediate action by management to prevent against continued disengagement.
 
By establishing a sound employee-engagement strategy and executing the aforementioned action plans, organizations will be well on their way toward improving their employees’ engagement levels, and, more importantly, retaining their top talent as the economy recovers.
 
 
[About the Author: Kevin A. Sheridan is CEO/Chief Consultant at HR Solutions.]

Regards,

Pinal Mehta

HR Loyalty:- Employee Loyalty

15 Oct

You’d never consider hiring an illiterate person to work as a journalist, a technophobe to work in IT, or a hypochondriac to work in a medical centre.  Yet so many people get promoted to management positions without the one core characteristic that determines managerial success – a love of people.  And therein rests one of the biggest causes of staff disloyalty:  managers who don’t lead from the heart.

The same principle plays out in the harshest heartbreak of all – cheating.  If we look at the top reasons why husbands cheat on their wives or vice versa, we’ll see that each one of these is also a major reason why employees cease being loyal to their bosses.

Lack of Attention: Neglected partners are more likely to be unfaithful.  Similarly, if you don’t spend enough time with your employees, whether it’s via coaching, caring, communicating, or consulting, they’ll feel unloved and the result will be a resignation.

Getting Even: Some people cheat because they want revenge.  To get loyalty, you first have to give it.  The majority of staff turnover is precipitated by some kind of shock which acts as the last straw that finally causes an employee to just give up.

Unsatisfied Needs: A partner can be swayed to stray if something essential is missing from the relationship, such as intimacy.  As a manager, failure to identify and meet your employees’ needs, whatever they might be, will lead to disengagement which is a precursor to turnover.

Loss of Interest: Infidelity can occur when the cheater is unhappy with changes in their partner, such as an altered physique or attitude.  At work, if change occurs and you haven’t taken the time to get your employees’ buy-in, they’ll move on to an employer who bothers to make an effort.

Incorrect Fit: Sometimes two people just aren’t meant to be together.  Likewise, there are some employees who simply aren’t suited to be in your team.  There’s a cultural incongruence which should have been picked up during your recruitment process.

I’m not defending cheaters.  But what I am saying is that the more you understand the reasons why people cheat, the easier it is to create a relationship that’s less likely to end in a break-up.  Ditto at work.  The more you understand the real reasons why your employees resign, the less likely they’ll be to break away from your organisation.

By James Adonis

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Did You Know?

Only 25% of employees feel that their companies have any loyalty towards them and yet 56% of employees feel loyal towards their employers in return.

Source: Randstad