Listening is one of those things that you probably don’t spend much time thinking about but ends up having a big impact on your life. For example, I’m the parent of a “tween” daughter who is finding it more and more challenging to listen to me. Just yesterday, I asked her nicely to clean up the mess she’d left the evening before. She had nodded when I first asked. To ensure that she heard me, I reminded her again a bit later. She nodded again. I assumed we were good and that I was understood.
It's become easier than ever to survey your employees. The technology is at your fingertips to create and send a survey whenever you want. This is both a good and a bad thing. While a survey can be one of the most powerful tools at your disposal in HR and management, the data you collect through a survey is only as good as the employee survey design. Poorly designed surveys can result in misleading or unusable data. And to make matters worse, they’re confusing and frustrating for your employees. Good design is essential to ensuring that your survey has its desired effect.
Paper HR forms are certainly not convenient or efficient—anyone can agree to that. But did you ever consider them an impediment to employee safety? This was the case for Michelle Morris, Director, HR Payroll and Administration at Total American Services, when a pivotal event led her to proclaim, “That’s enough of paper forms.”
Emotional intelligence (EQ) has become one of the most talked-about skills to hire for over the past few years, and it’s easy to see why. There are countless benefits of emotional intelligence in the workplace, from being able to communicate more effectively to dealing with stress better. But one aspect of EQ that’s not talked about often enough is its role in effective management. The truth is, EQ is a determining factor in a manager’s ability to successfully lead their team. And while some people are naturally more emotionally intelligent than others, anyone can enhance and supplement their EQ skills with a little help from modern technology. Here’s why this strategy is worth considering:
By now, you’ve likely heard of the term “design thinking.” Organizations like Apple, Coca-Cola, IBM, Nike, and Proctor & Gamble use design thinking and they have been found to outperform their peers by over 200%. To better understand the design thinking process and how HR can apply it, we turned to our partners at NGA Human Resources. Here’s what Emilie Fages, Design Thinking and Employee Experience Manager, and Patrick Gaspardo, Marketing Director for France, had to say in response to frequently asked questions about design thinking in HR:
If you’ve been in HR for at least a few years, you’ve probably either administered or supported the use of employee surveys. Surveys have become one of the go-to tools as we try to create a better employee experience. As someone who loves surveys and collecting data, I’m thrilled that the use of surveys has become so commonplace. Employee surveys can be incredibly valuable and powerful when used the right way. The problem is that far too many surveys are poorly conceived and don’t ultimately solve the problem that prompted their creation.
In honor of Global Accessibility Awareness Day we’re explaining what accessibility means and why businesses and their HR leaders should pay attention to it. As the world becomes increasingly digital, you’ll surely encounter the need to evaluate new workplace software or tools. For HR especially, considering whether new technology is accessible can make a world of difference for the employee experience. Here’s a brief overview of what you need to know about accessibility: