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.
We all know that diversity and inclusion is important. The sharing of different cultures, beliefs, values and norms has made us smarter, more innovative, empathetic and global. A lot of recent research supports the idea that greater workplace diversity leads to greater profitability, customer centricity and increased employee engagement. Additionally, more and more socially-conscious Millennials and Gen Z are entering the workforce (33% of today’s workforce and 50% of the workforce by 2020). These workers are attracted to companies with formal, distinct and active inclusion programs—making diversity and inclusion programs a top priority for CEOs.
Have you ever thought about how often you give a genuine “thank you” to your team or acknowledge their contributions? Gratitude in the workplace is rarely top of mind for HR professionals because it sounds too simple (read: likely ineffective). Researchers have recently begun diving into this topic and they’ve found that an appreciative workplace tends to positively impact employee motivation, retention and engagement. Gratitude has even been called “the single most sustainable motivator.” Gratitude can have small impacts when used on its own, but when operationalized strategically in an organization’s culture, that’s where change can happen on a large scale.
This blog is the ninth in our E-Factor series, where we explore hot topics in Employee Experience. To read more about the E-Factor, click here. You know what? It can be really boring working in your department! No, I don't care what your department does, it's boring! How do I know? Because if you work in any department long enough, it gets boring. No matter what it is you do, and it might seem super cool to someone outside your department, it can get monotonous for the person who does it every day. This is why it’s just as important for department managers as it is for HR to focus on employee experience.
You already know how much first impressions matter: they set a course that is difficult to alter. And it’s no different with new employees. Onboarding is your opportunity to give new hires a great first impression, and good onboarding can help achieve real business results through better retention rates and increased productivity.
Today’s blog is a guest post by Stéphanie Carbonnell, Director of HR, BTP Consulting Group, located in Paris, France. With over 350 employees, BTP Consultants specializes in technical supervision of construction sites and managing workplace safety. They have been a PeopleDoc customer since January 2016.
Though offboarding isn’t always a favorite task, it is a crucial one -- in fact, it’s just as important as onboarding. Good offboarding that’s accurate, effective, and time efficient can have expansive positive effects on your business. In this article, we’ll take a look at 3 reasons well-executed offboarding is valuable for you and your employees.