What’s the definition of Dream Employees? There are several things we know from our research of more than 4000 full-time employees from across industries. What is it that sets Dream Employees apart? In short…it’s a lot about the company.
While dependent care was once a smallish part of work-life, which was a smallish part of HR, it is now a momentous responsibility for someone at headquarters of large global organizations. What global organizations need is a strategic vision consistent with company values, and a plan.
In today’s world there are a lot of jobs with highly transferable skills. How do we keep employees in these positions when they can easily move between employers and even between industries? The answer is in becoming a dream company.
Your workforce is sleepy. Nearly 2/3 of 4000 people surveyed by Horizons Workforce Consulting said they don’t get enough sleep, an advent that’s affecting health, job performances… and employer bottom lines.
Organizations understand how severe weather affects business continuity. But employees’ personal challenges can be equally as harmful to productivity. A great business continuity strategy helps employees bounce back from personal challenges, as well as the big events that impact the whole company.
The FORTUNE list is out — and there are a lot of great organizational benefits to being one of the 100 companies on it. But getting there — and getting the associated benefits of great employee performances — takes a thoughtful HR approach that goes beyond a standard employee survey.
Resilience is key for an employee’s well-being. Having well-being means, among other things, that employees are happier, more productive, and more loyal. As employers, we’re not hardwired to help employees deal with stress and other things that affect resilience. But maybe we should be.
One of the most emailed articles from the Sunday NY Times this week was one about a company called True & Co. The article featured their online customization tool for buying bras.
I was at a conference recently when someone mentioned the idea of a “virtual baby.” What exactly does that mean? It reflects a struggle my clients face over how to support employees with family care needs in a way that doesn’t feel unfair to employees who don’t have dependent-care responsibilities.
This guest post was contributed by Kyra Cavanaugh, president of Life Meets Work, a workforce consulting company helping organizations achieve bottom-line results through flexible work.
When it comes to work-life programs, there are standard messages HR uses to ’sell? it in to top leadership.