Low employee morale can negatively impact productivity, customer service, and project prioritization. It is important for leaders to focus on keeping their teams motivated through various tactics like transparent communication, recognition of accomplishments, opportunities for professional development, flexibility, and ensuring employees feel valued as individuals. Maintaining high morale boosts engagement, reduces mistakes and conflicts, and creates a more positive work environment where people find meaning and enjoyment in their work.
This document provides an overview of how HR practices can drive business outcomes through building a strong company culture, engaging employees, maximizing talent performance, and retaining top employees. It discusses the importance of each area and provides "DIY tips" on concrete actions companies can take such as identifying company values, telling a company story, rewarding good work, providing feedback and goals, and creating an enjoyable work environment. The overall message is that mastering HR best practices, even for companies doing HR themselves, can help businesses thrive by influencing how hard and well employees work.
This document provides guidance on how to effectively manage HR practices without a dedicated HR staff. It discusses how HR drives business outcomes by affecting employee work performance, happiness, and loyalty. It recommends building a strong company culture by identifying core values and sharing the company story. It also stresses the importance of engaging employees through development opportunities, effective communication, and highlighting contributions to foster high performance. The overall message is that mastering HR best practices, such as creating a supportive culture and engaging workforce, is key to business success.
White Paper: Better Employee Onboarding with Video - Make Every First Day A G...Panopto
This document discusses how video can enhance employee onboarding programs. It begins by noting the challenges of onboarding new employees, including the costs of turnover if onboarding is not effective. It then discusses how traditional onboarding methods are often overwhelming and don't support long-term learning. The document advocates for using video as part of onboarding, noting that video can help employees better retain information, provide a more personalized experience, ensure consistent training across locations, and reduce costs compared to in-person training. It then provides examples of different types of onboarding videos that can be created and considerations for selecting a video platform to support an onboarding program.
This document provides guidance on creating a positive employee experience. It discusses how the modern workforce wants to learn new skills and find purpose in their work rather than just work to live. Companies need to focus on providing an excellent holistic employee experience to attract and retain top talent. The guide outlines strategies for developing extraordinary employee experiences, including empowering work-life synergy, frequent manager check-ins, opportunities for professional development, and fostering a culture where employees can bring their whole selves to work. It also discusses generational differences and the importance of understanding each employee's unique needs to boost engagement.
4 Critical Elements of Your Onboarding ProcessUrbanBound
Onboarding is a critical element to a company's hiring process. Learn about how you can improve your procedures and make sure you're setting yourself up for the best retention percentages possible. (Check out our eBook for more in depth information: http://resources.urbanbound.com/4-missing-elements-of-your-onboarding-process)
5 Hiring and Onboarding Practices That Create Engaged EmployeesQualtrics
Many companies tackle employee engagement through reactionary programs. The best companies take a more proactive approach. In this session you'll learn five hiring and onboarding practices LinkedIn is using to unlock the power of employee engagement.
Empower Your Managers to Own New Employee OnboardingEnboarder
This document summarizes a guide about empowering managers to own onboarding. It discusses how onboarding is often neglected due to unclear roles and responsibilities. Only 40% of organizations rate their onboarding as moderately effective. The guide advocates empowering managers to take ownership of onboarding, as organizations that invest in onboarding see increases in revenue, key performance indicators, and employee engagement. It provides frameworks for building an onboarding program and discusses components like preboarding, paperwork, provisioning, orientation, expectations, learning, and evaluation.
This document provides an overview of how HR practices can drive business outcomes through building a strong company culture, engaging employees, maximizing talent performance, and retaining top employees. It discusses the importance of each area and provides "DIY tips" on concrete actions companies can take such as identifying company values, telling a company story, rewarding good work, providing feedback and goals, and creating an enjoyable work environment. The overall message is that mastering HR best practices, even for companies doing HR themselves, can help businesses thrive by influencing how hard and well employees work.
This document provides guidance on how to effectively manage HR practices without a dedicated HR staff. It discusses how HR drives business outcomes by affecting employee work performance, happiness, and loyalty. It recommends building a strong company culture by identifying core values and sharing the company story. It also stresses the importance of engaging employees through development opportunities, effective communication, and highlighting contributions to foster high performance. The overall message is that mastering HR best practices, such as creating a supportive culture and engaging workforce, is key to business success.
White Paper: Better Employee Onboarding with Video - Make Every First Day A G...Panopto
This document discusses how video can enhance employee onboarding programs. It begins by noting the challenges of onboarding new employees, including the costs of turnover if onboarding is not effective. It then discusses how traditional onboarding methods are often overwhelming and don't support long-term learning. The document advocates for using video as part of onboarding, noting that video can help employees better retain information, provide a more personalized experience, ensure consistent training across locations, and reduce costs compared to in-person training. It then provides examples of different types of onboarding videos that can be created and considerations for selecting a video platform to support an onboarding program.
This document provides guidance on creating a positive employee experience. It discusses how the modern workforce wants to learn new skills and find purpose in their work rather than just work to live. Companies need to focus on providing an excellent holistic employee experience to attract and retain top talent. The guide outlines strategies for developing extraordinary employee experiences, including empowering work-life synergy, frequent manager check-ins, opportunities for professional development, and fostering a culture where employees can bring their whole selves to work. It also discusses generational differences and the importance of understanding each employee's unique needs to boost engagement.
4 Critical Elements of Your Onboarding ProcessUrbanBound
Onboarding is a critical element to a company's hiring process. Learn about how you can improve your procedures and make sure you're setting yourself up for the best retention percentages possible. (Check out our eBook for more in depth information: http://resources.urbanbound.com/4-missing-elements-of-your-onboarding-process)
5 Hiring and Onboarding Practices That Create Engaged EmployeesQualtrics
Many companies tackle employee engagement through reactionary programs. The best companies take a more proactive approach. In this session you'll learn five hiring and onboarding practices LinkedIn is using to unlock the power of employee engagement.
Empower Your Managers to Own New Employee OnboardingEnboarder
This document summarizes a guide about empowering managers to own onboarding. It discusses how onboarding is often neglected due to unclear roles and responsibilities. Only 40% of organizations rate their onboarding as moderately effective. The guide advocates empowering managers to take ownership of onboarding, as organizations that invest in onboarding see increases in revenue, key performance indicators, and employee engagement. It provides frameworks for building an onboarding program and discusses components like preboarding, paperwork, provisioning, orientation, expectations, learning, and evaluation.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
The article discusses the pros and cons of open workplaces and argues that there is no one-size-fits-all approach. It notes that companies considering open floor plans need to develop a plan that maximizes the benefits for their business while minimizing potential downsides. Key points covered include increased collaboration but also distractions, the need for alternative quiet spaces, and ensuring the new layout still supports the company's culture and work styles.
Is your employee onboarding process filled with paper and inefficiency? Do your new hires feel like they have taken a step back in time? Engage your employee earlier, retain them longer, and increase productivity by using CovertHR for your employee onboarding needs.
how to retain employees when they opt for other companies within their first year.Drawing out ideas from what other companies do to retain their employees. Risk vs Success on employee onboarding
This whitepaper provides a summary of the key challenges small businesses face in managing human resources (HR) and how an HR software solution can help address these challenges. It outlines the main HR processes like recruitment, onboarding, performance management, and offboarding. It then discusses each stage of the employee journey and common roadblocks at each stage. Finally, it promotes the benefits of Sage HR software for automating HR tasks, streamlining processes, gaining insights from data, and creating better employee experiences to improve engagement and productivity.
This document discusses improving employee orientation programs. Current programs often fail because they lack planning, do not accurately portray job roles, and make employees feel like they don't fit in. Effective orientations get employees productive faster, improve culture fit, and increase retention. The document recommends orienting the "whole person", involving families, making the first day welcoming, and using videos and websites to provide information in an engaging way. Feedback should be gathered to continuously improve the process.
Employee onboarding in the 21st century. Jeroen Coupé
This document discusses employee onboarding processes in the 21st century. It introduces an example of a new hire, David, who starts a new job without an onboarding process and feels frustrated and unproductive as a result. The document then recommends establishing a buddy system to mentor new employees and documenting key workplace processes to help onboarding employees understand expectations and how to be productive members of the team. It emphasizes that onboarding should be an iterative process aimed at helping new employees feel welcomed and able to contribute value as quickly as possible.
This document provides an overview of the recruiting process at Central Mass Transit Management (CMTM), which operates the Worcester Regional Transit Authority (WRTA). It begins with introducing the importance of recruiting in human resources. The current recruiting process at CMTM is then described, which focuses on hiring shuttle van drivers, bus drivers, and mechanics. A key challenge is that CMTM employees belong to a union, so the company must work with the union in decisions around hiring. The document evaluates the current recruiting practice and discusses benefits of process improvements to enhance recruiting outcomes.
How to Build and Maintain a Premier OrganizationLucas Group
An important trend facing organizations across all industries is bridging the knowledge gap between outgoing employees and those who remain or are hired to fulfill their work. Despite a stubbornly persistent unemployment rate in the U.S., attracting and retaining people who can positively impact your company remains a considerable challenge to building and maintaining a premier organization. Triggered by Baby Boomer retirements, companies must develop systematic ways to attract the best, retain the best, and hold on to the knowledge that the best contribute to their organizations.
Businesses that do a good job of onboarding have higher
engagement and retention rates than those that don’t,
and it doesn’t take long for new hires to decide whether
or not they’re going to stick around.
The first few months are critical, so you really need to
make sure your onboarding programs are pulling their
weight.
Three key points:
1. The document discusses how the definition of "employee experience" (EX) has evolved from engagement to encompass all interactions between an employee and employer across their entire relationship.
2. It outlines five principles for differentiating EX: embracing the whole human, choosing connection over utility, synchronizing experience/brand/culture, aligning internal functions, and putting employees first.
3. Examples are given of companies like Google, Coca-Cola Enterprises, Etsy, and Airbnb that exemplify the principles through human-centric benefits, connecting to employee values, weaving brand into experience, and integrating employee experience roles.
1) The document discusses how to effectively onboard new hires through a multi-module workshop that defines onboarding, outlines its benefits, and provides tools for implementation.
2) Key points include that onboarding is an ongoing process that helps new employees integrate, acquire skills, and embody the organizational culture, while orientation provides administrative information over a short period.
3) Benefits of onboarding include increased retention, engagement, and productivity as new employees feel connected and equipped to perform their roles within the first few months.
Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires.
Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time.
During this session you’ll hear how companies are delivering gold-medal onboarding by:
Pre-distributing benefits and learning materials
Facilitating employee introductions and collaboration prior to new hire orientation
Pinpointing mentors and birds of a feather
Using 360º performance reviews and transparency of actions to provide true measure of employee success.
Extending the Reach of HR: Supporting and Sourcing Remote TalentAggregage
The concept of Global HR is becoming more common as more companies become permanently remote. As companies expand their talent-bases beyond borders, HR reps will bear the responsibilities that come along with it. Adapting to different cultures, distances, and legal implications whilst preserving core company values is essential. Once you can do this, the world becomes your oyster. Join Karen Lim of Alliance Academy, and learn to thrive in a remote-first mindset.
Afterhire is a powerful employee onboarding software that helps you automate * ANY * onboarding process regardless of how complex it is.
Using the workflow builder, you can stitch together an onboarding flow that meets your business needs.
The embedded form builder allows you to capture custom fields that your business works and helps you create dynamic online forms that can be used at any point of the process.
Tools like email templates and user permissions help you setup the right experience for all your incoming new hires and employees.
Employee onboarding is crucial as it directly correlates with employee retention, happiness and productivity. Afterhire can set your HR free by automating the manual coordination process and empower them with a clean dashboard showing how every new hire is progressing with their onboarding.
The document discusses onboarding processes at various companies. It describes how Google focuses on practical learning and team activities to reduce isolation for new hires. They use a just-in-time alert system to remind managers of tasks for new employees. Facebook runs a six-week bootcamp for all engineers to learn codebase and culture. They allow engineers to choose projects to increase motivation. Apple welcomes new employees with company materials but does not reveal job roles until the first day to encourage independence.
Staff reward retention and motivation presentation 120612Vanguard Visions
Replacing a staff member can cost your business a lot of money in fixed and hidden costs as well as your time to recruit, induct and help a new employee settle into the way your organisation does things. This workshop will help you and your organisation develop strategies to gain, train, sustain and retain valuable staff and save you money and time while building the workforce you need to grow your business.
The workshop covers:
• Why your staff works for you and why they leave
• Developing and supporting your staff
• When to use the carrot and when to use the stick
• Approaches and processes which match your business goals
The Power of HR & Automation: How to Keep the “Human” in Human Resource Manag...Aggregage
While the future remains uncertain when it comes to the return of an in-person workforce, HR automation seems to be an ever-increasing inevitability. Shifting existing teams over to new digital processes during remote times can be a massive challenge, especially when teams are focused on maintaining the ever-illusive sense of "culture." But for the next generation now entering the workforce––an immensely tech-enabled generation––what can we as HR leaders do to meet them?
Join Teresa Smith, Senior Managing Partner, HCM Advisory Group at UKG, for this indispensable discussion on the future of work and HR tech. This session will cover:
• What a "work environment" means today and how we go about creating a positive one
• How to ensure your company remains "people-first" in these uncertain times
• Why automating HR tasks doesn't necessarily come at a detriment to culture
• How to effectively introduce digital processes to your company and employees new and old in a way that encourages adoption of these processes
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
Atyaasaa Consulting Private Limited is a leading human resource training and consulting firm in India and overseas. It partners with top brands to help with people development and business excellence. Atyaasaa differentiates itself through continual innovation, customization of solutions, and use of advanced technology tools. It aims to implement strategies and solutions ethically through experienced human resource facilitators who value contribution.
The document discusses Atyaasaa Consulting and provides its contact information. It also previews the topics that will be covered in the April 2015 issue of the Knowledge Beans newsletter, including using competency mapping to retain high-value employees and five ways to retain talented workers through engagement, growth opportunities, aligning work with aspirations
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
The article discusses the pros and cons of open workplaces and argues that there is no one-size-fits-all approach. It notes that companies considering open floor plans need to develop a plan that maximizes the benefits for their business while minimizing potential downsides. Key points covered include increased collaboration but also distractions, the need for alternative quiet spaces, and ensuring the new layout still supports the company's culture and work styles.
Is your employee onboarding process filled with paper and inefficiency? Do your new hires feel like they have taken a step back in time? Engage your employee earlier, retain them longer, and increase productivity by using CovertHR for your employee onboarding needs.
how to retain employees when they opt for other companies within their first year.Drawing out ideas from what other companies do to retain their employees. Risk vs Success on employee onboarding
This whitepaper provides a summary of the key challenges small businesses face in managing human resources (HR) and how an HR software solution can help address these challenges. It outlines the main HR processes like recruitment, onboarding, performance management, and offboarding. It then discusses each stage of the employee journey and common roadblocks at each stage. Finally, it promotes the benefits of Sage HR software for automating HR tasks, streamlining processes, gaining insights from data, and creating better employee experiences to improve engagement and productivity.
This document discusses improving employee orientation programs. Current programs often fail because they lack planning, do not accurately portray job roles, and make employees feel like they don't fit in. Effective orientations get employees productive faster, improve culture fit, and increase retention. The document recommends orienting the "whole person", involving families, making the first day welcoming, and using videos and websites to provide information in an engaging way. Feedback should be gathered to continuously improve the process.
Employee onboarding in the 21st century. Jeroen Coupé
This document discusses employee onboarding processes in the 21st century. It introduces an example of a new hire, David, who starts a new job without an onboarding process and feels frustrated and unproductive as a result. The document then recommends establishing a buddy system to mentor new employees and documenting key workplace processes to help onboarding employees understand expectations and how to be productive members of the team. It emphasizes that onboarding should be an iterative process aimed at helping new employees feel welcomed and able to contribute value as quickly as possible.
This document provides an overview of the recruiting process at Central Mass Transit Management (CMTM), which operates the Worcester Regional Transit Authority (WRTA). It begins with introducing the importance of recruiting in human resources. The current recruiting process at CMTM is then described, which focuses on hiring shuttle van drivers, bus drivers, and mechanics. A key challenge is that CMTM employees belong to a union, so the company must work with the union in decisions around hiring. The document evaluates the current recruiting practice and discusses benefits of process improvements to enhance recruiting outcomes.
How to Build and Maintain a Premier OrganizationLucas Group
An important trend facing organizations across all industries is bridging the knowledge gap between outgoing employees and those who remain or are hired to fulfill their work. Despite a stubbornly persistent unemployment rate in the U.S., attracting and retaining people who can positively impact your company remains a considerable challenge to building and maintaining a premier organization. Triggered by Baby Boomer retirements, companies must develop systematic ways to attract the best, retain the best, and hold on to the knowledge that the best contribute to their organizations.
Businesses that do a good job of onboarding have higher
engagement and retention rates than those that don’t,
and it doesn’t take long for new hires to decide whether
or not they’re going to stick around.
The first few months are critical, so you really need to
make sure your onboarding programs are pulling their
weight.
Three key points:
1. The document discusses how the definition of "employee experience" (EX) has evolved from engagement to encompass all interactions between an employee and employer across their entire relationship.
2. It outlines five principles for differentiating EX: embracing the whole human, choosing connection over utility, synchronizing experience/brand/culture, aligning internal functions, and putting employees first.
3. Examples are given of companies like Google, Coca-Cola Enterprises, Etsy, and Airbnb that exemplify the principles through human-centric benefits, connecting to employee values, weaving brand into experience, and integrating employee experience roles.
1) The document discusses how to effectively onboard new hires through a multi-module workshop that defines onboarding, outlines its benefits, and provides tools for implementation.
2) Key points include that onboarding is an ongoing process that helps new employees integrate, acquire skills, and embody the organizational culture, while orientation provides administrative information over a short period.
3) Benefits of onboarding include increased retention, engagement, and productivity as new employees feel connected and equipped to perform their roles within the first few months.
Social networking has been part of the recruiting landscape for some time, but as prospective hires become employees, companies are using social tools to streamline work processes associated with onboarding new hires.
Companies are finding that by leveraging social technologies they can create communities for new employees that provide opportunities for learning, mentorship and peer identification quickly reducing training time and strengthening company culture at the same time.
During this session you’ll hear how companies are delivering gold-medal onboarding by:
Pre-distributing benefits and learning materials
Facilitating employee introductions and collaboration prior to new hire orientation
Pinpointing mentors and birds of a feather
Using 360º performance reviews and transparency of actions to provide true measure of employee success.
Extending the Reach of HR: Supporting and Sourcing Remote TalentAggregage
The concept of Global HR is becoming more common as more companies become permanently remote. As companies expand their talent-bases beyond borders, HR reps will bear the responsibilities that come along with it. Adapting to different cultures, distances, and legal implications whilst preserving core company values is essential. Once you can do this, the world becomes your oyster. Join Karen Lim of Alliance Academy, and learn to thrive in a remote-first mindset.
Afterhire is a powerful employee onboarding software that helps you automate * ANY * onboarding process regardless of how complex it is.
Using the workflow builder, you can stitch together an onboarding flow that meets your business needs.
The embedded form builder allows you to capture custom fields that your business works and helps you create dynamic online forms that can be used at any point of the process.
Tools like email templates and user permissions help you setup the right experience for all your incoming new hires and employees.
Employee onboarding is crucial as it directly correlates with employee retention, happiness and productivity. Afterhire can set your HR free by automating the manual coordination process and empower them with a clean dashboard showing how every new hire is progressing with their onboarding.
The document discusses onboarding processes at various companies. It describes how Google focuses on practical learning and team activities to reduce isolation for new hires. They use a just-in-time alert system to remind managers of tasks for new employees. Facebook runs a six-week bootcamp for all engineers to learn codebase and culture. They allow engineers to choose projects to increase motivation. Apple welcomes new employees with company materials but does not reveal job roles until the first day to encourage independence.
Staff reward retention and motivation presentation 120612Vanguard Visions
Replacing a staff member can cost your business a lot of money in fixed and hidden costs as well as your time to recruit, induct and help a new employee settle into the way your organisation does things. This workshop will help you and your organisation develop strategies to gain, train, sustain and retain valuable staff and save you money and time while building the workforce you need to grow your business.
The workshop covers:
• Why your staff works for you and why they leave
• Developing and supporting your staff
• When to use the carrot and when to use the stick
• Approaches and processes which match your business goals
The Power of HR & Automation: How to Keep the “Human” in Human Resource Manag...Aggregage
While the future remains uncertain when it comes to the return of an in-person workforce, HR automation seems to be an ever-increasing inevitability. Shifting existing teams over to new digital processes during remote times can be a massive challenge, especially when teams are focused on maintaining the ever-illusive sense of "culture." But for the next generation now entering the workforce––an immensely tech-enabled generation––what can we as HR leaders do to meet them?
Join Teresa Smith, Senior Managing Partner, HCM Advisory Group at UKG, for this indispensable discussion on the future of work and HR tech. This session will cover:
• What a "work environment" means today and how we go about creating a positive one
• How to ensure your company remains "people-first" in these uncertain times
• Why automating HR tasks doesn't necessarily come at a detriment to culture
• How to effectively introduce digital processes to your company and employees new and old in a way that encourages adoption of these processes
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
Atyaasaa Consulting Private Limited is a leading human resource training and consulting firm in India and overseas. It partners with top brands to help with people development and business excellence. Atyaasaa differentiates itself through continual innovation, customization of solutions, and use of advanced technology tools. It aims to implement strategies and solutions ethically through experienced human resource facilitators who value contribution.
The document discusses Atyaasaa Consulting and provides its contact information. It also previews the topics that will be covered in the April 2015 issue of the Knowledge Beans newsletter, including using competency mapping to retain high-value employees and five ways to retain talented workers through engagement, growth opportunities, aligning work with aspirations
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
Attract, Retain, and Grow your people to grow your impact and the role of lea...The Pathway Group
The title "Attract, Retain, and Grow Your People: Maximizing Impact and the Importance of Effective Leadership" highlights the essential elements of building a successful organization. By focusing on attracting, retaining, and nurturing talented individuals, companies can expand their influence and achieve meaningful outcomes. Effective leaders play a crucial role in this process, guiding and empowering their teams to reach their full potential. By prioritizing the development of their people, businesses can drive growth, enhance their impact, and create a thriving work environment.
The document discusses strategies for effective talent management in today's environment. It recommends defining skills for each designation rather than job roles, conducting skills assessments, enhancing capabilities through training programs, running customized programs for high-potential employees at different stages of their careers, managing talent initiatives systematically, simplifying talent mobility, and sharing people insights beyond HR to impact business outcomes. The overall approach aims to help employees evolve individually and professionally through their work.
What are the Pillars of Effective Communication in the Workplace.pdfXoxoday Empuls
At its core, effective communication in the workplace is about understanding and empathizing with your audience. To make your communication strategy, solution, and synergy aligned with each other, make sure to focus on these pillars: listen, engage, connect, inspire and guide.
https://blog.empuls.io/pillars-of-effective-communication-in-the-workplace/
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Being a better boss-How to reduce turnoverDr. Zar Rdj
This document provides tips for reducing employee turnover by being a better boss. It discusses how costly employee turnover is for companies and outlines four main steps managers can take: 1) make time for training and onboarding new employees, 2) open lines of communication through regular check-ins, 3) offer flexible working environments to improve work-life balance, and 4) get employees involved in volunteering to find meaning in their work. The document emphasizes that the number one reason employees quit is due to having a bad boss and provides strategies within each step to help managers reduce turnover.
This document discusses the key ingredients needed to define a company's culture code. It begins by explaining that a culture code establishes guiding values and principles that give life and meaning to an organization. It then outlines five ingredients for a strong company culture: values, people, policies, perks/benefits, and workspace. For each ingredient, it provides examples from companies like Intacct, Zappos, and Glassdoor, and gives an action plan for developing that aspect of a culture code. The overall purpose is to help organizations attract and retain top talent by establishing a unique and compelling culture.
ZeroCater Presents: Proficiency in the Workplace Felicia Myers
This document discusses proficiency in the workplace and provides techniques to increase productivity. It begins by defining proficiency as progress that requires an open mind and dedication to mastering skills. It then discusses trends like wellness programs, progressive workspaces with open floor plans, and unlimited vacation policies. The document provides questions to identify gaps and recommends being transparent, investing in employees, and encouraging collaboration. It concludes by outlining five ways to increase proficiency, including being transparent, investing in employees, and encouraging collaboration through principles like listening to employees and leading by example.
ZeroCater Presents: Proficiency in the Workplace Felicia Myers
This document discusses proficiency in the workplace and provides techniques to increase productivity. It begins by defining proficiency as progress that requires an open mind and dedication to mastering skills. The document then covers trends like wellness programs, progressive workspaces with open floor plans, and unlimited vacation policies. It suggests identifying gaps through employee feedback, observation, and experimentation. Finally, it recommends five ways to increase proficiency: being transparent; investing in employees through benefits, perks, and respect; encouraging collaboration; providing feedback opportunities; and leading by example to promote collaboration.
Incorporating workplace development eLearning courses into your business is a great way to get the knowledge you need to successfully market and improve the productivity of your company. Get the knowledge and training your organisation needs to thrive for success. With these workplace development courses, they may just provide you with some extra valuable nuggets of information that can contribute towards your company achieving more success in 2021 and beyond.
If you are looking for an inexpensive way to train your staff or brush up on skills, whether you have 1 or 250+ employees then look no further.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
This document summarizes a study on what drives employee engagement. The study found that the three key drivers of engagement are: the relationship with one's immediate supervisor, belief in senior leadership, and pride in the company. While many factors can influence engagement, developing caring managers who build strong relationships and foster positive work environments is important for improving engagement. Only 29% of employees surveyed were fully engaged, so organizations should focus on strategies to move more employees to higher levels of engagement for increased commitment, motivation and business outcomes.
Developing people is key to maximizing an organization's success. Managers must learn how to lead and develop others by understanding individual learning styles and breaking tasks into manageable parts. The keys to developing staff are tailoring the approach to the individual, creating valuable soft skills, setting goals to drive business forward, building high-performing teams, and developing motivation and champion behaviors. Organizations should encourage development through rewarding managers who develop staff and creating developmental experiences like mentoring from the start. Simple activities like appreciation, coaching, and counseling can help people grow and improve business performance.
The executive summary outlines key takeaways from the book "What's Your Green Goldfish" about boosting employee motivation and engagement. It discusses how small extras can demonstrate commitment to employees and help companies stand out. The summary also describes the R.U.L.E.S. framework for creating impactful "green goldfish" programs, including 15 types of programs related to recruitment, benefits, recognition, and empowerment. The overall message is that focusing on employee well-being and a strong company culture leads to higher performance and retention.
10 steps to keeping employees engaged and motivatedMarcelo Marasso
The document outlines 10 steps to keeping employees engaged and motivated:
1. Clearly define your vision and ensure employees understand goals and direction.
2. Get feedback from employees on their needs and provide necessary tools and support.
3. Communicate goals and changes well through various channels, and ensure employees understand objectives to reduce uncertainty.
The full document provides further details on each step such as providing praise, treating employees fairly, making work fun, giving attention to high-potential employees, and implementing incentive programs. The overall message is that engaging and appreciating employees through various strategies can significantly improve performance, engagement, and retention.
This document provides guidance on motivating employees through leadership. It discusses how successful leaders empower employees to make decisions, share information, and try new things. Motivated employees are important for a company's success. The document outlines several strategies for motivating employees, including focusing on the bigger picture, emphasizing process, building employee involvement, recognizing achievement, and spreading positive energy. It discusses the importance of feedback, incentives, and creating a positive work environment to retain top talent. Motivating different employees requires understanding individual needs and creating a plan with varied strategies.
This document discusses job satisfaction and ways to improve it. It reports that only 30% of US workers are engaged in their jobs according to a 2013 Gallup poll. Both employees and employers can take actions to increase satisfaction. For employees, this includes knowing their values, considering what they receive from their job, being realistic, avoiding lingering dissatisfaction, and considering career advancement. For employers, actions include creating a higher calling in jobs, setting development plans, being clear on expectations, increasing communication, and appreciating efforts. Recognition from employers is important for engagement and commitment.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Integrity in leadership builds trust by ensuring consistency between words an...Ram V Chary
Integrity in leadership builds trust by ensuring consistency between words and actions, making leaders reliable and credible. It also ensures ethical decision-making, which fosters a positive organizational culture and promotes long-term success. #RamVChary
A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Employment PracticesRegulation and Multinational CorporationsRoopaTemkar
Employment PracticesRegulation and Multinational Corporations
Strategic decision making within MNCs constrained or determined by the implementation of laws and codes of practice and by pressure from political actors. Managers in MNCs have to make choices that are shaped by gvmt. intervention and the local economy.
2. Your employees are increasingly apathetic about their work. They're taking more breaks,
procrastinating on key tasks, and complaining about even the smallest of requests. If this
sounds like your team, you might have a morale problem in your office.
"Low morale ... spoils everything, from the way customer service handles calls to the way
project managers prioritize things," said Ben Pouladian, president of Deco Lighting and a
member of YPO (Young Presidents' Organization). "When morale is low, mistakes get made,
blaming and accusations begin and feelings get hurt. If we can't find joy in the workday, then
why bother?"
To prevent situations like these, it's important for leaders to focus on keeping their teams
motivated and confident.
http://www.businessnewsdaily.com/9324-improve-employee-morale.html#sthash.T45BEEHj.dpuf
WHY IS IT IMPORTANT TO BOOST THE
MORALE OF YOUR EMPLOYEES?
3. WHY IS IT IMPORTANT TO BOOST THE
MORALE OF YOUR EMPLOYEES?
Employee morale is an extremely significant aspect of your business, as it can either make or
break your organization.
It is has been observed that employees with a higher and more positive morale, have a
better attitude towards their job, maintain higher levels of customer service, and also turn
out to be much more productive in their workplace. At the same time, employees with a bad
morale reduce the efficiency and productivity of your business.
Therefore, it is absolutely important to boost employee morale and ensure that none of them
is left disgruntled
https://www.cleverism.com/how-to-boost-employee-morale-corporate-events/
4. WHY IS IT IMPORTANT TO BOOST THE
MORALE OF YOUR EMPLOYEES?
The cost of the morale problem is huge, $300 billion in lost productivity every year,
according to Gallup, not to mention the impact it has on retention, customer relations,
innovation, and internal conflict.
When engaged employees go the extra mile, they are 28% more productive, one of the many
reasons employee engagement training programs, such as our program, "Supercharging
Engagement," are so crucial.
Studies show people can go from active disengagement to full engagement when you change
how they think about their work.
http://www.worktolive.info/blog/7-surprising-ways-to-boost-employee-morale-and-engagement
5. Be transparent, and keep staff in the loop.
When employees don't know what is going on in the company, productivity can give way to
redundant or otherwise unnecessary efforts on the part of the staff. Worse yet, when
employees are given only part of the story, they are left to fill in the blanks with gossip,
rumors and worry.
This happened to the employees of a client of leadership coach Darcy Eikenberg. The
company was successful in a growing industry, but employees were still concerned with
layoffs.
The executive wasn't looking at the situation from the staff's viewpoint. The staff didn't know
as much as she did.
http://www.ragan.com/Main/Articles/10_inexpensive_
ways_to_boost_employee_morale_43589.aspx
6. Take time to creatively celebrate
accomplishments.
It's natural to focus on what's ahead rather than reflect on how much has been achieved.
Taking time to reflect, though, helps employees appreciate how much they have done.
All departments at Acuity, a financial-services company based in Sheboygan, Wis., are asked
each year to recognize their own work by providing a list of significant accomplishments of
their team.
The lists are reviewed by Acuity officers, who select the 100 most outstanding achievements
for inclusion in a "Top 100 Accomplishments" list. The latest list was designed as a book,
Acuity World Records, with the help of Guinness World Records, and given to all 831
employees.
https://www.entrepreneur.com/article/220000
7. Grant time off to employees to pursue
projects they are passionate about.
Personal projects can provide an energizing break from regular responsibilities and can
serve as a source of innovation for a company.
Atlassian, a developer of collaboration software based in Sydney, encourages creativity
during its "FedEx Day." During this event, all 62 employees can work on anything that excites
them -- as long as it is somewhat related to Atlassian products or processes, can be
completed in the allotted time, and is fun.
Employees have from 2 p.m. on a Thursday until 4 p.m. Friday, giving them roughly 24 hours
to deliver a project (thus the name, FedEx Day). Then at a presentation, participants show off
the results of their projects. From these ideas, Atlassian has adopted more than a dozen
projects, ranging from product upgrades to process improvements.
https://www.entrepreneur.com/article/220000
8. Offer time away from the office to do some
good.
Another way to build employee morale and camaraderie is through community service.
Studer Group, a Gulf Breeze, Fla.-based management consulting firm, gives its 114
employees four paid hours a month to volunteer for a charitable initiative or organization
of their choice. Departments also take on volunteer projects as a group.
https://www.entrepreneur.com/article/220000
9. Ask for feedback.
A posture of openness gives employees permission to contribute to positive change.
Google, for example, uses a survey called Googleist to elicit feedback from employees on a
wide swath of issues. It then recruits volunteer groups to tackle issues and solve the
company's biggest problems. At Where I Work, we use a tool called TinyPulse. Brainstorm
ways to incorporate regular feedback into the life of your office.
http://www.inc.com/sujan-patel/20-creative-ways-to-boost-employee-morale.html
10. Give employees responsibility.
All your employees can point out inefficiencies in your organization, but not all feel
empowered to do so.
Paul Vragel of ‘4aBetterBusiness’ recommends listening to employees to learn what gets "in
the way of the good job they want to do" and then involving them in the process to eliminate
these barriers. Using this approach, he helped a midmarket manufacturing company
implement almost 100 ideas that increased earnings by 30 percent within a few months.
When Terry Henley of Employers Resource Association needed to take over a production
department of 100-plus employees on a six-month cleanup assignment, he involved the
employees in improving their respective departments. Together, they reduced their error
rate by 50 percent, increased their production by 25 percent, and eliminated huge
previously caused them to work overtime.
http://www.ragan.com/Main/Articles/10_inexpensive_
ways_to_boost_employee_morale_43589.aspx
11. Make sure top management is available,
listening and engaging.
In the early days of Hewlett-Packard, "the HP Way" included the practice of "management by
walking around," says Bob Kalsey, whose father started working at HP in the 1950s.
Dave and Bill spent time on the shop floor talking with individual employees, asking
questions, and soliciting ideas.
"People there felt their work and opinions were valued, and they took pride in that," says
Kalsey. "We all want to feel genuinely a part of something larger than ourselves, and when we
do, we are loyal and eager to go the extra mile. Unlike many C-level people who insulate
themselves from low-level workers, Dave and Bill weren't absent from their employees' daily
lives."
http://www.ragan.com/Main/Articles/10_inexpensive_
ways_to_boost_employee_morale_43589.aspx
12. Develop strong and transparent promotion
tracks.
40% of millennials expect promotions every one to two years.
To maintain employee morale among a new generation of employees, you need to
emphasize the viability of your promotional tracks. Be clear about opportunities to grow, not just
during recruitment but on a regular basis
http://www.inc.com/sujan-patel/20-creative-ways-to-boost-employee-morale.html
13. Increase vacation days.
Just as employees are hesitant to step away from their desks for lunch, they often shy away
from vacation time despite its potential to boost morale.
Some companies try to break the mold by offering unlimited vacation days, but that's not
necessarily a solution either.
As writer Lotte Bailyn argued, "Unlimited vacation time may sound wonderful in theory, but
in reality, less is more. Too much choice is restrictive and confusing." Instead, increase
vacation days and add a bonus for employees who truly take a time-out -- no work email,
calls, no laptop on the beach
http://www.inc.com/sujan-patel/20-creative-ways-to-boost-employee-morale.html
14. Treat them as people
“The fastest way to kill morale is to treat an employee like a resource similar to a stamp
press or die cutter,” said Curtis Stuehrenberg of Accelrys.
Instead, small gestures like learning your employees’ names, and sending flowers when they
are sick can go a long way.
http://youearnedit.com/blog/10-effective-techniques-to-boost-employee-morale-without-
increasing-salaries/
15. Invest in their personal growth
As someone who works with business coaches, Taparia knows firsthand the value a great
mentor can have for an employee.
While it's common for C-suite executives to have access to coaching, offering it to all
employees can show them that you're committed to their career development.
"Leadership coaches take the time to provide personalized action plans for each individual to
help them define their goals, identify what steps they need to take to achieve their goals, and
empower them with the resources and support needed to stay on course to finish what they
started," said Taparia, whose company aggregates top business coaches from around the
world. "[It's] an effective way to establish a deeper relationship with your staff based on
trust and respect."
http://www.businessnewsdaily.com/9324-improve-employee-
morale.html#sthash.D7f6axyZ.dpuf
16. Recognize personal milestones and losses.
Individuals experience higher morale when employers appreciate them as people first and
employees second.
You can still recognize personal milestones and losses while respecting privacy -- even a
simple note from you would do. Respond as you would to a friend, with kindness and
consideration.
Seeing as how 78% employees spend more time with co-workers than they do with family, a
supportive community will go along way to fostering happiness
http://www.inc.com/sujan-patel/20-creative-ways-to-boost-employee-morale.html
17. Give substantial bonuses.
A 2013 Harvard Business School study found that giving clear, unconditional, and
unexpected financial gifts to employees leads to higher productivity.
As the researchers state, "Gifts are roughly as efficient as hiring more workers." Imagine the
positive impact you would have giving a big bonus to a single mother supporting a family or a
young professional paying off student loans?
Unconditional gifts can revolutionize your employee morale
http://www.inc.com/sujan-patel/20-creative-ways-to-boost-employee-morale.html
18. Create a lenient inclement weather policy.
When a blizzard, flood, or hurricane rolls into town, be especially cognizant of employee
safety, and when necessary, let workers stay home.
As an alternative to an awful and extended commute, chances are employees will be more
productive during a snow day at home than they would in the office.
Also note that a lenient inclement weather policy is particularly important to employees with
young family, as childcare options are rarely available when schools close.
http://www.inc.com/sujan-patel/20-creative-ways-to-boost-employee-morale.html
19. Give small perks with big personal impact.
In addition to providing training, businesses can reward staffers with perks that make a
difference in their employees' lives.
One perk that I cherish—and which costs my employer nothing—is the luxury of working
from home once a week. The hour-and-a-half I save by not riding the bus gives me the
take a breather between my work and family responsibilities. Having flexible hours can make
a world of difference to working parents.
When it comes to rewarding a job well done, many executives revert to giving their employees
small cash bonuses. Instead, Ruben Estrada of Estrada Strategies recommends treating
to an experience.
"Instead of giving your production supervisor a $50 bonus, offer to buy dinner for him and his
wife at a local fine restaurant," Estrada says. "When you give an employee money, his attitude
is grateful, but the feeling is, 'I earned it,' and thus the impact is short-lived. When you give
an employee an experience, you're giving them something they would call their mother to brag
about."
http://www.ragan.com/Main/Articles/10_inexpensive_ways_to_boost_employee_morale_43589.aspx
20. Offer training.
"One of the top reasons employees leave a company is the lack of development
opportunities, so providing your employees with professional effective training is sure to boost
morale," says Robert Bilotti of Novita.
This begins by partnering new employees with more-seasoned veterans, bringing in experts
for training sessions, and paying for employees to attend local trade conferences.
"Your best people continue to demand professional development opportunities that help them
grow, yet most companies take the short-sighted view of cutting those programs when
financials are tight," says leadership coach Darcy Eikenberg of Red Cape Revolution. Be wary
of taking away these benefits.
"Your stars will remember how they're being treated now and will walk to your
competitor as soon as the economy turns," Eikenberg warns.
http://www.ragan.com/Main/Articles/10_inexpensive_ways_to_boost_employee_morale_43589.aspx
21. Ease employees' stress 1
Your team works hard every day, so it's nice to show them that you appreciate their efforts by
helping to ease some of their stress.
You can do this easily and inexpensively with simple things like team huddles. Mat Ishbia,
president and CEO of United Shore, said this is an effective way to make people feel
comfortable and enjoy their office environment.
"Don't just gather everyone in a conference room like a typical meeting – huddle your team up
in a circle and motivate them" Ishbia said. "Deliver an inspirational message to pump up your
people and get them excited to finish the day successfully. It's a great energy boost and can
really boost morale and productivity."
"It's inspiring when company leadership can tell their team, 'What you're doing is really
important, but take a break and have some fun,'" Ishbia added.
Similarly, Aistrope said that Meeting Tomorrow makes it a priority to show the company's
appreciation for employees during very busy times.
http://www.businessnewsdaily.com/9324-improve-employee-
morale.html#sthash.D7f6axyZ.dpuf
22. Ease employees' stress 2
"We have an annual tradition in the peak of our busy season to turn two conference rooms into chair
massage stations for a day," Aistrope said. "At 10 minutes a massage, it's easy to step away when busy.
hectic days, we've also done a Starbucks run for the entire office.“
But Aistrope noted that a latte isn't going to cure deeper morale problems: "If there are big issues at
play — financial, staffing, leadership — it's important we're transparent about it instead of
the rug."
Ultimately, he said, improving morale begins with making employees feel listened to and respected.
"Each employee is different, but we all have similar needs in the workplace," Aistrope said. "We all want
to be heard, feel valued and be treated fairly and with respect. When that foundation is there, then we
can get into the fun stuff."
http://www.businessnewsdaily.com/9324-improve-employee-
morale.html#sthash.D7f6axyZ.dpuf
23. Introduce Wellness at Work
According to research by PriceWaterhouseCoopers, absenteeism is costing British companies more than £29
billion a year.
Promoting healthy living in the workplace is a win-win measure for both employer and employee. It is a
relatively inexpensive way to maintain good staff morale while driving down the number of sick days.
It is also crucial considering that, due to bad lifestyle choices, 86 per cent of employees have an average
"vitality age" four years older than their actual age, according to a survey by the Britain’s Healthiest Company
campaign.
Incentivise
People are much more likely to take up healthy lifestyles if there’s something in it for them. At Quintiles UK – a
clinical trials company which won Britain’s Healthiest Large Company 2013 – staff can be awarded up to £360
a year for being physically active. This includes gym membership if they show they’ve been at least four
month.
New Belgium Brewing Co. in Colorado rewards each employee with a new bicycle after a year of employment,
and it encourages employees to ride by providing on-site showers and bicycle maintenance supplies. Of its 320
employees, more than half the staff rides to work in the summer.
http://www.telegraph.co.uk/sponsored/business/unum-employees-roundtable/10830994/workplace-
wellbeing-help.html
24. Introduce Wellness at Work
Be aware of mental health
With mental health issues accounting for 40% of time off sick, this is a very important area to
consider.
It’s hard to give general advice, but encouraging an open-door policy so staff can approach
managers with problems.
Making sure everyone takes their holiday and that work is adequately covered when staff are
away will go a long way to keeping stress levels down.
http://www.telegraph.co.uk/sponsored/business/unum-employees-roundtable/10830994/workplace-
wellbeing-help.html
25. Introduce Wellness at Work
Wellness doesn’t need to cost a lot. Good cheap ideas include free Fruit – as often as you can
afford it – and a blender in the kitchen so staff can make smoothies.
Reasons to introduce fresh fruit in the office:
1. They promote office happiness…
… which increases productivity. A study by Warwick business school has found that happier
workers were 12% more productive than normal, while unhappy workers were 10 percent less
productive. And as we all know, mood and blood sugar are closely linked.
2. They make people want to work there
While the droves of people desperate to work at Google or Facebook may not be entirely due to
the free food, more than half of 1200 participants in a survey by Seamless said that a free
lunch would strongly influence their decision to accept a job offer.
3. They build workplace relationships
A communal space like a kitchen provides a meeting place for colleagues who would not
usually interact. This is good for more than just employees’ social lives – kitchen discussions
with people outside the project have solved some of the hardest work-related problems I’ve
faced.
http://www.telegraph.co.uk/sponsoed/business/unum-employees-roundtable/10830994/workplace-wellbeing-help.html
http://blog.rckt.com/6-reasons-why-companies-should-provide-free-cerealfruit/
26. Introduce Wellness at Work
4. They make employees feel valued
By providing free food and a communal eating space, a company shows that it cares about its employees
as humans and recognizes their human needs. Feeling that a business considers you worth spending on
motivates you to do your best for the business.
5. They keep people in the office
Hunger is a massive physical distraction from work, and can act as a 7pm reminder that you should be
heading home. It is reputedly extremely rare for Google employees to leave campus for lunch – and
therefore time wastage is kept to a bare minimum.
6. The best ideas come on the go
From personal experience at least, inspiration is far more likely to strike on the walk from the desk to the
kitchen or when washing up a plate, than when staring at a blank desk or computer screen.
Food perks alone will not build an efficient and tight-knit team – but the environment that non-
hierarchical communal eating generates and the value that it implies a corporation places on its
employees do. Humans have a natural instinct to help their community, and companies can dig into this
by making their office more than simply a workplace – while the employees benefit too from a workplace
feeling of unity.
http://blog.rckt.com/6-reasons-why-companies-should-provide-free-cerealfruit/
27. Reward them for their Efforts
A corporate event is an excellent way to let your employees know that they are important
and highly valued in the organization. It is also a great way to appreciate them for their hard
work. So in case you’re busy figuring out the right events for your employees, here’s a list of
some popular corporate events that’ll surely boost your employee morale.
Activity-based events – An activity-based event not only boosts the employee morale, but also
adds team spirit among your employees. Some of these events would include bowling
sessions, go-kart racing games, a Paintball day and mini-golf course games. You can even
for a company Soccer, volleyball or softball tournament where employees can participate
according to their departments. These physical activities will allow your employees to blow
out their stress and see their co-workers and managers in the different image outside their
workplace.
Company Breakfasts - This kind of company event won’t cost much, yet it can play a vital role
in boosting your employee morale. It will give your employees an opportunity to spend time
with the management in a stress-free and positive atmosphere.
https://www.cleverism.com/how-to-boost-employee-morale-corporate-
events/
28. Reward them for their Efforts
Surprise afternoon snack – You can also surprise your employees with an afternoon treat. For
instance, set up an ice cream parlor that comes with vanilla, chocolate and strawberry ice
cream. At the same time, you can even arrange a treat of whipped cream, muffins, any other
popular dessert or snacks like popcorn and sandwiches in this counter. The items you serve
doesn’t really matter. All that matters is your spirit of surprising your employees. Giving
them a sudden surprise will surely raise their spirits and keep them happy.
Employee appreciation Dinner – Events like employee appreciation parties and award
ceremonies are a great way to boost your employee morale. You can distribute certificates
and small prizes as tokens of appreciation. In this regard, you should also try to keep a gift
for everyone in-house. Appreciating your employees through these small gifts will make them
feel valued and important. This will also foster employee loyalty and help them to reach
heights of excellence.
https://www.cleverism.com/how-to-boost-employee-morale-corporate-
events/
29. Crowd-source Company Outing ideas.
How many times have you been to a company outing that missed the mark?
Instead of putting your HR team in charge, ask for anonymous nominations for a company-
wide outing, then let your team vote for their favorites. Giving employees the opportunity to
rewarding activities ensures that your effort serves everyone.
http://www.inc.com/sujan-patel/20-creative-ways-to-boost-employee-morale.html
30. Don't forget to have fun.
For the online discounter FatWallet, based in Rockton, Ill., fun is a regular part of the
schedule.
Its 55 employees are invited to play in a monthly Game Day, an in-house competition with
activities ranging from Trivial Pursuit to Wii bowling matches.
The company also offers quarterly "fun" rewards when staffers achieve certain goals, such as
hockey games, or playdays at at amusement parks. Team-building events have included a
city scavenger hunt in Chicago and a rooftop Cubs game.
https://www.entrepreneur.com/article/220000
31. Don't forget to have fun.
An organization that plays together stays together, Amelia maintains.
This is a common thread among the fastest growing companies in the Utah region and
appears to be true for other regions as well.
Property Solutions rocks their employees’ worlds with a winter retreat with an overnight stay
at a winter resort that includes swimming, massage, facials, games, snowmobiling, paintball,
and, of course, ample food.
Even as a smaller organization, Amelia’s team hosts a summer bash for staff and families.
(Single team members can bring friends and roommates instead.) A bounce house, face
painting, and food.
For the holidays, the company hosts a fancy dinner and movie premier night for each
employee plus one. These celebrations acknowledge to employees that the organization
can’t succeed without them.
http://www.forbes.com/sites/cherylsnappconner/2014/09/11/6-ways-to-increase-
employee-morale-and-performance-without-giving-a-raise/2/#5fae8dc74de3