Metro’s SafeTrack program began this weekend and I heard a loud groan resonate throughout the entire DC Metro area when the schedule was announced. While everyone is complaining about Metro’s SafeTrack plan to accelerate track maintenance and squeeze three years’ worth of work into one year, we have to assume this plan was the best choice for our own safety and the reliability of the Metro so many of us rely on daily.
Recently, I attended the Northern Virginia Chamber of Commerce Gov Con Symposium in Tysons. My favorite session was a panel about Mergers and Acquisitions (M&A) and how expanding M&A activity has and will continue to reinvigorate the industry. Throughout the session, we heard a lot about the books of business, competencies, and relationships that made sense for the two organizations as it related to whether or not to move forward with a transaction. One of the panelists, in his opening statement, mentioned how the two organizations he was merging at the time were a good fit culturally. When Q&A came around, I asked how big of an impact culture has in the
All joking aside, there are lots of reasons why our clients call us to help them conduct an employee survey: they want to know why turnover is so high; they want to know the satisfaction levels of employees with regards to their jobs and benefits offered; they want to know what training they should be offering; and many call us because they are looking to improve what they believe is already a great culture with high employee engagement. Regardless of the reason, they all have one thing in common: they chose to use a third party to conduct the survey.
I often get asked by clients, prospects, and others in our community what is keeping us busy these days. Recently, Fair Labor Standards Act (FLSA) and the pending regulation changes are a very hot topic. Clients are calling us frequently concerned about the pending FLSA regulations and what that means for their organizations.
I have recently been a part of conducting several HR Compliance and Effectiveness Assessments for our clients and one of the first questions we ask the executives and employees that we talk to is, “What do you think Human Resources is responsible for?” We ask them to think in general terms and not just what HR is doing at their current organization.