Acknowledgement and appreciation of employees is essential for a more positive, productive, and profitable organization. Over the years, there has been more and more evidence and data that links employee appreciation with customer satisfaction, and organizational growth. The business case is there. Now, it's a matter of making it an intentional practice. Did you know that over 65 percent of employees report they don’t feel recognized at work, according to an Achievers survey? And Bersin by Deloitte reports that, "nearly 75% of organizations have a recognition program (despite the fact that only 58% of employees think that their organizations have recognition programs).” With Employee Appreciation Day on March 2nd, it's an ideal time to refresh and revamp your employee recognition program to recognize your company's most valuable assets. 3 Areas to Focus on for Your Employee Recognition Program
Business Management & Strategy | Best Practices | Employee Relations
With Valentine's Day and Employee Appreciation Day around the corner on March 2nd, it's a good reminder to check in on your employee engagement. Not only is an engaged culture more fun to work in, creating a culture that embodies happiness and satisfaction just makes cents! (Pun-intended.) Effective human capital practices can and will, lead to positive financial outcomes.
Communication | Benefits | Employee Relations
You just met with your Meltzer Rep and signed the renewal for next year’s insurance programs. What should you do now with your benefit plan changes going into effect in few months? Getting organized is the first step to a successful Open Enrollment.
Your HR Manager just notified you she is leaving the area. After sitting down and taking a deep breath, you start thinking…. “Hmm…what do I do now?” The scenarios may sound something like:
Total Rewards | Business Management & Strategy | Best Practices | Employee Relations
Buzzwords in business are overused to the point of becoming fads at times. We hear phrases daily such as “culture”, “engagement”, “wheelhouse”, “synergy”, “incentivizing”, “strategic”, and the list goes on and on. When these buzzwords become so common in our workplace, it shouldn’t be surprising to hear so many managers and executives misusing these terms to suit their own agendas, while confidently speaking as experts on achieving each.
