The unrelenting demands paired with literally life-and-death decisions create the conundrum of the healthcare job; engaged employees drive healthcare; but the demands of healthcare drive disengaged employees. And a recent study shows unmistakable signs of trouble. What’s the answer?
In honor of Valentine’s Day, we asked what wins employees’ hearts. The answer? Say it with values statements.
Since the 1980s the percentage of computer science degrees earned by women has fallen by more than half, to 18 from 38 percent. “Every company needs technology,“ Melinda Gates told BackChannel, “and yet we’re graduating fewer women technologists. That is not good for society. We have to change it.”
We all know that ROI measures how much you gain versus what you spend. So, it stands to reason that some of your biggest ROI will come from implementing strategies that don’t cost a thing. As we wade into 2017, here are ten cultural HR strategies that offer undeniably fat ROI.
The talent landscape is about to make some sharp shifts that will require employers to get creative with how they recruit, retain, and engage their people. Keeping tabs on your education assistance program and strategically and regularly fine-tuning it can help you keep up with five big talent challenges ahead.
Employee surveys can tell you a lot about your workforce. But getting to the very specific information you need requires a leap of faith by employees. Specifically, it requires them to give up their anonymity. How can you help them feel comfortable making that leap?
We need people with the brain capacity and desire to generate brainstorms without being hamstrung by choices they made as adolescents. “Few emerging adults willing to take a chance on their business idea,” wrote the New York Times, “makes it harder for everyone else to get a job.”
Satisfying work is known to have a substantial impact on how well people do their jobs. But those same satisfying jobs can have converse effects on the work/life equation. At Biogen, that’s mean creating an evolving benefits strategy that’s gone from “need to play” to “need to win.”
So, how does an employer who has a workforce full of patient caregivers or teachers (or any role that’s human-labor intensive for that matter) authentically support work/life balance? The key words are FLEXIBILITY and CONTROL. Employees who feel that there is some degree of flexibility in their scheduling — and who feel they have input into how that schedule is created — are much more likely to indicate they have work/life balance.
Roughly 10% of the workforce currently supports a child with special needs. As part of Autism Awareness Month, we’re featuring weekly stories throughout April about what this means for employees and how employers can help. The following comes from Adam R. Goldberg, M.Ed, Founder & CEO of myEdGPS.