Workplace Flexibility:Creating a Legend in Its Own Timeshrmi
Workplace Flexibility:Creating a Legend in Its Own Time. Workplace Flexibility is the dynamic relationship about how, when and where work is done and how careers are organized that works for both the employer and the employee.
Managing an employee engagement survey can be difficult. Learn how PULS can accelerate your employee engagement program by giving you constant feedback.
How to use OKRs to achieve your year end goals7Geese
Don’t fret–it’s not too late to make a real impact in the last quarter. Just ask successful companies like Google, Dropbox, and Intel, who are all relying on a sophisticated yet simple goal setting process called OKRs, or “Objective and Key Results.”
Learn What an OKR really is and how the process works;
What a good OKR looks like and what a bad one looks like; Examples of other companies that are using OKRs; How to get started using OKRs in your team or organization
Workplace Flexibility:Creating a Legend in Its Own Timeshrmi
Workplace Flexibility:Creating a Legend in Its Own Time. Workplace Flexibility is the dynamic relationship about how, when and where work is done and how careers are organized that works for both the employer and the employee.
Managing an employee engagement survey can be difficult. Learn how PULS can accelerate your employee engagement program by giving you constant feedback.
How to use OKRs to achieve your year end goals7Geese
Don’t fret–it’s not too late to make a real impact in the last quarter. Just ask successful companies like Google, Dropbox, and Intel, who are all relying on a sophisticated yet simple goal setting process called OKRs, or “Objective and Key Results.”
Learn What an OKR really is and how the process works;
What a good OKR looks like and what a bad one looks like; Examples of other companies that are using OKRs; How to get started using OKRs in your team or organization
When you’re building a company culture of success, using Human Resources OKRs is a great way to provide focus and align priorities with the rest of your company. If you’re looking for a basic introduction to OKRs, check out our Complete Guide to OKRs: https://7geese.com/okr-objectives-and-key-results-faqs/
Table of Contents:
- Human Resources OKR Examples for Compensation and Benefits
- Human Resources OKR Examples for Culture
- Human Resources OKR Examples for Employee Retention
- Human Resources OKR Examples for Hiring
- Human Resources OKR Examples for Performance
- Human Resources OKR Examples for Staffing and Training
10 Revealing Statistics About Compensation & Benefits You should KnowElodie A.
Discover the real secrets to compensation and benefits, and see what employees really want from their companies.
Learn more on Officevibe, the simplest tool for a greater workplace:
https://www.officevibe.com/
Download this slideshare for later:
http://bit.ly/2mbvfvM
Download your free guide about the ONE perk guaranteed to increase job satisfaction:
http://bit.ly/2mbuId2
This presentation outlines the idea of Objectives and Key Results (OKR). It is based on the book by John Doerr, and the concept popularized at Intel, Kleiner Perkins, and Google.
Building new scrum teams with driven, smart people can jump start a team’s success, but more often than not, scrum masters “inherit” established teams who may need a kick start.
In this workshop, we will discuss Stephen Covey’s Four Disciplines of Execution and how teams can use them to set and achieve goals. It’s a simple framework that distills the simplicity of the Scrum framework to its most essential parts, and refocuses and re-energizes teams to achieve their full potential.
For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
4 employee engagement survey pitfalls to avoid this year | TemboStatusTemboStatus
HR departments have long looked to employee surveys for guidance on engagement decisions. Here are four mistakes that companies can make when rolling out their employee engagement survey.
1. Vague Questions
2. Insignificant Topics
3. Lack of Participation
4. Dishonest answers
OKR Best Practices. Useful tips for creating Objectives & Key ResultHenrik Dannert
Keep your employees Focused, Motivated and Aligned. OKRs make workflow transparent, synchronized between teams and concentrated on the common goal
Our OKR Book includes all the things you need to know about OKR, answers to common questions and comments from seasoned HR-consultants. It will help you understand the OKR framework and how to implement it in your company.
1on1 and Coaching are very powerful tools for people development. However, many new managers struggle or do not know how to conduct them effectively.
I have developed this 1on1 / Coaching beginner’s guide by summarizing some practical TIPS from my personal experience.
Then, this slide focuses on the general starter guide rather than theoretical explanations.
Happiness at Work- the 5 Most Important ThingsEd Redard, MD
What are the 5 most important things for a great work environment and healthy working relationships? Is it good pay, benefits, advancement opportunities, or a great job title? The answer of what is REALLY important for happiness at work may surprise you!
Personality Lingo offers a unique method of identifying each persons personality style and the personality style of those with whom you work. Understanding and appreciating our styles authentic values, strengths and stressors if the first step to a harmonious work environment.
Learn how to facilitate this activity and much more in the Personality Lingo Basic Training Kit - Certification is optional! The Personality Lingo Basic Training Kit gives EVERYTHING a trainer needs to facilitate a 3 hour presentation including a training manual, slide show, personality test, and reproducible participant handouts.
To learn more go to: http://personalitylingo.com/personalitytrainingcertificationkit/
When you’re building a company culture of success, using Human Resources OKRs is a great way to provide focus and align priorities with the rest of your company. If you’re looking for a basic introduction to OKRs, check out our Complete Guide to OKRs: https://7geese.com/okr-objectives-and-key-results-faqs/
Table of Contents:
- Human Resources OKR Examples for Compensation and Benefits
- Human Resources OKR Examples for Culture
- Human Resources OKR Examples for Employee Retention
- Human Resources OKR Examples for Hiring
- Human Resources OKR Examples for Performance
- Human Resources OKR Examples for Staffing and Training
10 Revealing Statistics About Compensation & Benefits You should KnowElodie A.
Discover the real secrets to compensation and benefits, and see what employees really want from their companies.
Learn more on Officevibe, the simplest tool for a greater workplace:
https://www.officevibe.com/
Download this slideshare for later:
http://bit.ly/2mbvfvM
Download your free guide about the ONE perk guaranteed to increase job satisfaction:
http://bit.ly/2mbuId2
This presentation outlines the idea of Objectives and Key Results (OKR). It is based on the book by John Doerr, and the concept popularized at Intel, Kleiner Perkins, and Google.
Building new scrum teams with driven, smart people can jump start a team’s success, but more often than not, scrum masters “inherit” established teams who may need a kick start.
In this workshop, we will discuss Stephen Covey’s Four Disciplines of Execution and how teams can use them to set and achieve goals. It’s a simple framework that distills the simplicity of the Scrum framework to its most essential parts, and refocuses and re-energizes teams to achieve their full potential.
For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
4 employee engagement survey pitfalls to avoid this year | TemboStatusTemboStatus
HR departments have long looked to employee surveys for guidance on engagement decisions. Here are four mistakes that companies can make when rolling out their employee engagement survey.
1. Vague Questions
2. Insignificant Topics
3. Lack of Participation
4. Dishonest answers
OKR Best Practices. Useful tips for creating Objectives & Key ResultHenrik Dannert
Keep your employees Focused, Motivated and Aligned. OKRs make workflow transparent, synchronized between teams and concentrated on the common goal
Our OKR Book includes all the things you need to know about OKR, answers to common questions and comments from seasoned HR-consultants. It will help you understand the OKR framework and how to implement it in your company.
1on1 and Coaching are very powerful tools for people development. However, many new managers struggle or do not know how to conduct them effectively.
I have developed this 1on1 / Coaching beginner’s guide by summarizing some practical TIPS from my personal experience.
Then, this slide focuses on the general starter guide rather than theoretical explanations.
Happiness at Work- the 5 Most Important ThingsEd Redard, MD
What are the 5 most important things for a great work environment and healthy working relationships? Is it good pay, benefits, advancement opportunities, or a great job title? The answer of what is REALLY important for happiness at work may surprise you!
Personality Lingo offers a unique method of identifying each persons personality style and the personality style of those with whom you work. Understanding and appreciating our styles authentic values, strengths and stressors if the first step to a harmonious work environment.
Learn how to facilitate this activity and much more in the Personality Lingo Basic Training Kit - Certification is optional! The Personality Lingo Basic Training Kit gives EVERYTHING a trainer needs to facilitate a 3 hour presentation including a training manual, slide show, personality test, and reproducible participant handouts.
To learn more go to: http://personalitylingo.com/personalitytrainingcertificationkit/
Best Practices in Humantalents ManagementSelf-employed
Discusses the best practices in humantalents management observed in leading organizations.Presentation by Jayadeva de Silva,author of the book "Humantalents Management
Happiness at work drives business objectives. Research shows that happy employees are more profitable, more customer-oriented and more productive. They also stand less chances of leaving that company. That’s why some companies have made happiness at work a way of doing business.
According to The Conference Board, Human Capital and Operational Excellence rank first in the Top Global Challenges in 2013. Retaining and rewarding the best employees is a major concern for more than half of HR professionals, along with the development of the next generation of corporate leaders. Employee turnover and employee motivation have an immense impact on revenues, on company culture and on its talent competitiveness in the marketplace.
It doesn’t matter if you’re a small company who just started to build a reputation or if you’re a top 40 company, your Human Capital is your biggest challenge in the upcoming years. It can make you or break you.
In this white paper we examine a very popular yet sometimes controversial subject: Happiness At Work. We’ll talk about some of the latest HR trends, about employee engagement and how you can increase workplace happiness in 2014.
Content Summary
1. Executive summary
2. Latest HR Issues
3. The challenges of employee engagement
4. How is the new HR world resolving these problems?
5. Is employee happiness interesting?
6. The case for employee happiness
7. Conclusions
Download the full White Paper!
How to Be Happy at Work - 10 Simple Tips That WorkD B
Do you want to learn how to be happy at work? Here are 10 simple things that you can do that are proven to work.
By Officevibe, the Simplest Employee Engagement tool
Read the full article on Officevibe:
www.officevibe.com/blog/happy-at-work-infographic
Download our free resources about engagement and happiness:
https://www.officevibe.com/resources
Follow us on Facebook:
www.facebook.com/officevibe
Share your thoughts on Twitter !
https://twitter.com/Officevibe
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
Would you believe managers can lower employee turnover simply by asking how they can help?
Stay interviews have been shown to reduce turnover by more than 20%, preventing high performing employees from jumping ship. How? By building trust between managers and employees.
In this webinar you'll learn:
Study data that drives home the importance of supervisor effectiveness
Specific stay interview tools including questions to ask, data to record, and potential solutions
The four required skills leaders must learn to make their interviews successful
Rally Your Team to Productivity (Work-from-Home Hacks)ethelkatrina
Heading back after a COVID-induced lockdown, as a business owner, you might be wondering how to keep your team on the ball despite the changes in work setup. You may be thinking of ways to buoy up your employees’ productivity as we enter a new post-COVID phase. These slides discuss 3 key employee needs during these unstable time as well as actionable steps to apply them in your work culture.
Create the happier employees in the world - Employee experience vs. Customer ...Jaakko Männistö
Why we need an employee first strategy? This deck will answer to the question and also how we deliver and manage better employee experiences and employee engagement in relation to customer experience.
The Good Day at Work Conversation 2019 was a truly extraordinary event that challenged, inspired and created dialogue around breakthrough health & wellbeing ideas, thinking and innovations.
This presentation contains the slides from the Circle Foyer of 2019's conversation, which hosted Tom Kegode & Aidan Webb from Lloyds Banking Group, plus Jack Evans from Robertson Cooper.
French law mandates at least five weeks of vacation. Australia provides both paid maternal and paternal leave. Denmark breeds work-life balance into their culture.
So why is American so out of touch? In stark contrast to these balanced regimes, Americans continue to pander through the workday. We extend our hours, snack on sad desk lunches, and forgo vacation to get ahead. But science says there’s a fatal flaw in our system…
Today, 70 percent of the American workforce is disengaged. The rat race mentality has left us sleepwalking through life — and it’s time to wake up. Join Joe Mechlinski, New York Times Bestselling author and speaker, as he introduces science into the great work debate. Joe will show you how to become better in tune with your three brains (head, heart, and gut) to help reshape your thinking, motivation, and behaviors to find greater fulfillment at work.
Is Performance Appraisal Salary Justification or Employee Development? Gatto Associates, LLC.
What have performance appraisals turned into?
• Ways to justify the distribution money,
• A play it safe approach by not giving too high or too low a rating,
• A once a year necessity, a drudgery for the boss and employee
• A justification game that organizations have to play
• An untruth based on taking a 5-point scale that turns into a 3-point scale
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
This presentation describes the project and process BioBridge Global pursued to allow employees the ability to discover career paths within the organization.
6. 1. Why it matters Comparing the happiest employees with their least happy colleagues Focus on task 78% time on task 40% time on task 53% time on task 78% time on task
7. 1. Why it matters Comparing the happiest employees with their least happy colleagues Sick leave 4 days / year 5 days / year 0,75 2 days / year
8. 1. Why it matters Comparing the happiest employees with their least happy colleagues Staying in job 30 months 9 60 months 35 months
25. Being Happy At Work and why it matters Martin Brooks Director Russell Kelly-Jeans Executive Coach
Editor's Notes
So why does it matter? Personal Business Why does it matter to me? Let me tell you my story – Happiness = money – it wasn’t true - it was about feeling recognised; growing and contributing This isn’t individual to me – our research shows it’s important to everyone Let’s have a look at what some other people say Look at this – when you hear something relevant to you – stand up
What was it for you? If you are sat down – find someone stood up and ask them what it was. Tell them something that does make you happy at work Transition – let’s look at the research conducted by iOpener
14 focus groups 67 interviews Transition - Philadelphia positive psychology conference – Dr Laurel Edmunds, head of research presented our findings on happiness at work
IPPA – International Positive Psychology Association Presented this poster showing the outcome of the factor analysis Contribution Conviction Culture Commitment Confidence Pride, trust in the organisation and recognition for your efforts which all of the factors map to. Transition – to agenda
We have looked at our research journey and our findings Let’s have a look at why it matters Transition – why it matters
25% gap between most and least happy group – flag for later Our continued research shows that the gap in focus on task has widened during the recession with the least happy group reporting 40% time on task a drop of 13% And the most happy group still at 78% time on task An overall gap of 38% post recession and 25% before
3 days per year more sick leave for least happy group Post recession sick leave has gone up for the least happy by 1 day and gone down to ¾ for the most happy
Happy people stay longer and deliver more – better return on your investment Least happy people are less productive; have a negative impact on your business – count the lost opportunity cost Post recession 9 to 35 months for least happy 30 to 60 months for most happy
Significant interest in the link between happiness and performance; other people looking at it
So why does it matter? It matters because happiness at work drives productivity and performance Happiness at work matters to individuals and delivers value of your business How do we develop happier employee’s? Transition – The key drivers of happiness at work
What are the components of happiness at work? Achieving potential is at the heart of happiness at work Feeling Proud of what you do and who you do it for – trust in the organisation and being recognised for your efforts are a quick ‘test’ of where you are sitting How proud are you – (1-10) Would you wear a company logo? Would you invite somebody to join you? Do you trust? Are you trusted? (1-10) Do you feel recognised for the effort you make? (1-10) 5 C’s Contribution – the Effort you put in Conviction – feeling Motivation Culture – the degree of Fit Commitment – being Engaged Confidence – having Self - Belief in you and what you do Transition – achieving your potential
Human’s have an innate drive to achieve their potential Learning new skills – motivated to grow How does this translate into organisational life? Let’s look at the outcome of our research – Transition
A sense of achieving our potential is achieved when we are Using our strengths Using our skills Developing / sharpening them through learning new things Overcoming challenges – looking back and recognising achievement This presents itself as energy or ‘oomph’ – willingness to put the effort in
We have looked at Why it matters Key drivers Transition - Let’s look at the happiness – productivity link
Earlier we looked at 3 outcomes of happiness at work Focus on task Sick leave and Intention to stay Let’s look at the productivity impact of Focus on task
What does that extra focus on task give you? An increase of 25% would deliver 1.25 extra days per week per employee or 60 days per year Our continued research shows that the gap in focus on task has widened during the recession with the least happy group reporting 40% time on task a drop of 13% And the most happy group still at 78% time on task An overall gap of 38% post recession and 25% before
Transition – why it matters
Look at sample report Features Hexagon and triangle Table of score against norm Narrative with suggested actions or questions for each of the 5 C’s Pride; trust and recognition Top and bottom 3 questions Benefits: People at the centre of AYP Self reported diagnostic – with suggestions for change
For team / intra team diagnostics
I306 for leaders to test perception of self against others – happiness factors – likely to drive higher productivity and performance