It’s no secret that remote work is the new norm. In the U.S., the number of telecommuters increased by 159% between 2005 and 2017, and by 2018, 70% of professionals around the world were working remotely at least once a week. This isn’t just good for employees, making it easier for them to avoid lengthy commutes and achieve a healthy work-life balance. Businesses reap the benefits, too: companies that allow remote work experience 25% less turnover than those that don’t—and report higher productivity and lower overhead costs.
The workplace is quickly evolving and the HR function at Groupe Rocher, an international cosmetics and beauty company, is having no problem keeping up. Groupe Rocher wanted to provide a more modern employee experience so they looked to PeopleDoc’s HR Service Delivery platform to transform their processes. In the video below, hear from Daniel Gottselig, Director, Compensation & Benefits/Integration HR Group, Groupe Rocher, on why he chose PeopleDoc and how the platform is creating productivity gains for HR and ease for employees.
One of the reasons I’ve always loved employee surveys is the potential effect the results can have on leaders. In some cases, a survey is the first time a leader truly hears and considers the perspective of employees. It can truly change their mindset and view of the organization. Notice, I said “potential effect.” The kind of impact I describe is only possible when those leaders are committed to and care about hearing the employees’ feedback. If you’re reading this post, you’ve probably had many experiences where that simply wasn’t the case.
Studies repeatedly show that one of the greatest factors in employee disengagement is employees feeling like they aren’t being given enough opportunities for professional growth and advancement—or enough recognition.
An organizational transformation can be quite complicated and take many years to accomplish. Finding the right balance of change effectiveness and impact is tricky but essential to successful transformations. The first question many organizations ask is, “where do we start?”
If you’re that rare HR conference-goer who already nailed down which sessions to attend, scheduled one-on-one meetings with vendors, and filled your evenings with networking events and dinners—we salute you. If you’re among the rest (er, most) who tend to tackle these items on the plane ride there, don’t stress. There’s still time to make the most of HR Technology Conference 2019 with our tips: