Developing a deeper understanding of employee needs is the only way to avoid productivity-sapping disruptions. But most employer surveys are too narrow, and so they miss the opportunity to provide meaningful information.
Zeroing in on a Boomer-Millennial hand-off might set up your knowledge base down the road. But there are cultural pitfalls of assuming knowledge rests only with your most senior members…or in fact that it only flows one way.
“The winners share a few key traits,” says the Boston Globe article about the list culled from anonymous employee surveys: “treating workers well, giving them a voice, and encouraging them to have some fun while they’re at it.”
What can you do as a manager to help employees navigate through a current lack of promotional opportunities, so that you keep them engaged, and keep them in your organizations?
Healthcare in the United States is facing a major shift. Baby-boomers are retiring and hospitals must figure out a way to minimize the effect of the pending workforce shortage while ensuring the highest standards in patient care.
Work-life balance and well-being are important to people; both managers and employees believe achieving it is mostly dependent upon work culture (versus changes at home). And the rewards for delivering are great for bottom lines. Yet employees and employers disagree on whether balance really exists. So what gives?
We grieve for and with all who have been impacted by the terrible events in Paris on Friday.
At a lot of organizations, tuition assistance programs are just a benefit. But that sells the program short. A really effective tuition assistance program shouldn’t merely satisfy a few talent goals as a side effect, said EdAssist VP/GM Mark Ward recently. It should have those talent goals built into the program’s design.
“Waiting for a parent to come off a plane can take hours,” says Bright Horizons’ Brandi Nobles, driving force behind the Bright Space at the RDU airport. “This is a spot for families and their children to be away from other passengers; a way for them to get time by themselves.”
As part of a positive culture, you need to know what’s impacting your people. Theoretically, your Employee Experience Survey should give you the required intel. But the typical survey is often useless because it fails to delve deeply enough.