As any fan of cooking television can tell you, a master chef can take some of the most improbable foods and, with a deep knowledge of culinary basics and the proper support from sous chefs, create a singular dining experience.
Using the right recipe for employee engagement helps you cook up success in your organization, with a healthy portion of financial improvement on the side. Join Cassie Whitlock of BambooHR and Erin Boettge of BizLibrary to learn the basics of employee engagement and how creating an engaged learning culture helps improve employee satisfaction and performance. You’ll also learn how to train managers in the art of employee engagement, making them valuable sous chefs in preparing your workplace for the future.
No matter what ingredients your employees bring to the table, when you develop strong connections, focus on engagement, and sustain positive change, you can create a delicious, engaged workplace.
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
www.bizlibrary.com
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
www.bizlibrary.com
Making a successful transition from individual contributor to manager nov. ...michellebaker
This presentation was included in the November 2014 professional development session for Ball State University - "Making a Successful Transition from Individual Contributor to Manager"
Clay Hutson created this slideshow presentation based on the article he wrote for ClayHutson.net where he gives tips to managers and leaders on how to motivate your team. To read the original article in its entirety, please visit https://clayhutson.net/tips-on-how-to-motivate-your-team/
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Some get along fabulously well with their bosses while others fail miserably. Those who know how to manage their bosses are sometimes accused or being apple-polishers, “yes men” or just plain lucky. The fact is that, whatever the type or working styles of bosses, you can learn the knowledge and skills on how to manage your boss.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
Time Management for Organizations and Their PeopleShelly Myers
Time is more than money. It’s also education, progress, growth, and potential. While you can’t measure these benefits on a time card, they make all the difference in the success of your employees and your organization. Facilitating effective time management is one of HR’s most crucial duties.
Join Erin Boettge of BizLibrary and Cassie Whitlock of BambooHR as we explore time management, both how to teach sound principles to individual employees and how to remove distractions at the organizational level.
Connected Leadership: How to Invest in Your Management TeamsBambooHR
It takes more than one great leader to make a successful organization. In a recent study, 57% of workers ranked opportunities to learn and grow as one of the most important aspects of workplace culture. Join Cassie Whitlock of BambooHR and Erin Boettge from BizLibrary to explore what it takes to connect your employees to your organization and their teammates through the right leadership opportunities.
We’ll define leadership and identify the skills your managers need to go from managing subordinates to inspiring and uniting the members of their team.
Clay Hutson created this slideshow presentation based on the article he wrote for ClayHutson.net where he gives tips to managers and leaders on how to motivate your team. To read the original article in its entirety, please visit https://clayhutson.net/tips-on-how-to-motivate-your-team/
From interim CHRO for the U.S. Olympic Committee with the world's best athletes to head of employee engagement at storied brand American Express to CLO and change agent at Apollo Education Group, Alicia Mandel is a strategic thinker and compelling speaker. In this webinar, she explored and shared:
The need to transition from compliance-focused to engagement-centric HR
How the “sprint” business paradigm conflicts with an annual performance process
Core principles for a new performance management model
Four good transformation starting points
Change readiness model and process checklist for transforming your process
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
Ownership Accountability Training for mid level staffNeetu Maltiar
A wonderful presentation on motivating mid - level staff for training on being Accountable & taking Ownership of their job, work place and improve your life by being excellent.
Some get along fabulously well with their bosses while others fail miserably. Those who know how to manage their bosses are sometimes accused or being apple-polishers, “yes men” or just plain lucky. The fact is that, whatever the type or working styles of bosses, you can learn the knowledge and skills on how to manage your boss.
Workplace Accountability: How Effective Managers Create a Culture of OwnershipThe Business LockerRoom
Every company would love for its employees to demonstrate accountability; to take ownership of their work. However, despite their best efforts, few companies understand what it takes to create and sustain a culture of accountability. This presentation will presents the basic components of a methodology for creating workplace accountability.
Time Management for Organizations and Their PeopleShelly Myers
Time is more than money. It’s also education, progress, growth, and potential. While you can’t measure these benefits on a time card, they make all the difference in the success of your employees and your organization. Facilitating effective time management is one of HR’s most crucial duties.
Join Erin Boettge of BizLibrary and Cassie Whitlock of BambooHR as we explore time management, both how to teach sound principles to individual employees and how to remove distractions at the organizational level.
Connected Leadership: How to Invest in Your Management TeamsBambooHR
It takes more than one great leader to make a successful organization. In a recent study, 57% of workers ranked opportunities to learn and grow as one of the most important aspects of workplace culture. Join Cassie Whitlock of BambooHR and Erin Boettge from BizLibrary to explore what it takes to connect your employees to your organization and their teammates through the right leadership opportunities.
We’ll define leadership and identify the skills your managers need to go from managing subordinates to inspiring and uniting the members of their team.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBambooHR
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94 percent of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBizLibrary
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
In this webinar, you will learn:
- How to develop a coaching mindset in your managers and leaders
- Why regular feedback is important for employee success
- How frequent employee recognition helps solve common business challenges
- The best times to give feedback and performance reviews
Paving the Way: How to Retain and Motivate Your Best EmployeesBambooHR
More than 70 percent of employees who are at risk of leaving their jobs say they must leave their current organization in order to advance their careers. And skilled workers are leaving jobs faster than ever before in this highly competitive labor market.
Your best employees are always looking for the next big challenge. It’s up to you to show high-performing employees a path forward at your organization with L&D opportunities before they look elsewhere.
5 Steps for Building an Ideal Company culture (and what to watch out for!)Qualtrics
According to a Columbia University study, job turnover at an organization with rich company culture is 13.9 percent, compared to 48.4 percent at companies with poor culture. So what makes a rich company culture? And how can you build one that works with your core values?
Key Learnings
How to decide what your culture will focus on
Building your culture with your employees
Communicating your culture so it sticks
How to build culture with remote workers
Working with toxic employees
Join Qualtrics and BambooHR as we share our 5 steps to build an ideal culture.
An ideal culture is not about copying the Google's and Zappo's of the world. There are meaningful pieces that help to create a place of work that encourages performance and growth. In this slideshare we discuss what makes an ideal culture and how you can get there.
How HR Can Balance Compliance Vision and the Employee ExperienceBizLibrary
Gratitude is a rare thing to receive in human resources. Traditionally, HR’s role in many organizations was to do their best to keep up with paperwork and other tactical requirements of compliance issues, leading employees to see HR as disciplinarians and leadership to see HR as an obstacle to overcome.
But now that HR has the technological bandwidth to handle these compliance tasks, employees and leaders are expecting more. HR has to strike a balance between three competing roles: employee advocate, strategic partner, and compliance facilitator. The workforce continues to put emphasis on wanting to work for companies that will invest in their professional development, and companies are constantly in a battle for top talent. This puts HR in a unique position—they become the bridge between their leadership’s vision and the employee experience, doing their best to protect the organization and support everyone’s future in it. The new HR professional can’t just react to issues—they need the knowledge and tools to become a strategic resource for their organizations.
Join Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
During this webinar, we will discuss:
How HR professionals can break free of stereotypes and become strategic partners within their organizations.
Four areas of your organization that can generate higher profits and happier employees when HR is viewed as an employee advocate.
The benefits of HR being able to hand over the torch to managers when it comes to giving individuals feedback and recognition.
The overall positive effect this transformation of the HR role can have on an entire organization and how to get your organization on board.
6 Ways to Improve Employee Engagement and Create a Culture of LearningBizLibrary
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
How HR Can Balance Compliance, Vision, and the Employee ExperienceBambooHR
oin Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
Discover the Real Causes of Your Low Employee EngagementBizLibrary
Employee engagement has become a global dilemma that has cost companies billions of dollars due to lack of profit and productivity. One of the reasons this dilemma has grown so much is because many companies confuse “engagement” with “satisfaction.” While there is some overlap between the two, most employee engagement initiatives don’t get to the real root causes of disengagement issues, so they never see the results they want.
Let's start back at square one and analyze each piece that is needed to solve this giant puzzle of an organization’s employee engagement.
You’ll learn:
- How the different mindsets of engaged, not-engaged and actively disengaged employees impact their coworkers and the organization
- A few strategic models that structure the factors that will be needed to improve engagement
- Why employee engagement should be viewed as a symptom and not a cause of an organization’s troubles
- How to uncover the correlation between your company’s business challenges and low employee engagement
How to Develop High Potential Employees in Your Organization BizLibrary
Your people are your organization's most valuable asset; training and developing people for new positions and challenges is not only more cost effective than hiring new talent, but it also helps them stay engaged. The problem is that many organizations struggle to identify the best development strategies and career paths for their employees. And when employees — particularly high-potential employees — feel as if they don’t have the right growth opportunities in your organization, they’ll go looking elsewhere.
How to identify employees’ strengths, including those that are less visible
Strategies for developing high-potential employees
How to motivate and retain your people
ABC Presents: Recruiting and Retaining Top TalentSkoda Minotti
Businesses today are experiencing a workforce shortage that is crippling production and growth. Even more, our workforce has become increasingly disengaged as companies expand and diversify. Never before has it been so challenging to recruit, hire, develop and retain a skilled construction workforce. Estimates are that there will be a shortage of 1.4 million construction workers in the next 10 years. How can you build your company and its workforce? Heidi Hoyt, Skoda Minotti’s managing director of Staffing, shares views about staffing challenges and opportunities for organizations of every size and scope.
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceShelly Myers
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
Employee Engagement + Learning Culture. A True Love Story Webinar 02.13.14BizLibrary
Relationships and love aren't always easy. And no, we don't mean office romance. When you hire a new employee - it's a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up...
The heartbreaking facts:
* 60% of employees are actively disengaged – 2:1 ratio
* Nearly 1/3 of employees think their managers fail to effectively communicate goals.
*40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins.)
So, how can we nurture our relationships and create a culture that's engaged and committed to learning?
In this webinar we'll discuss:
What is engagement and why it’s important.
Key characteristics of an engaged culture.
What can we do to improve engagement.
Key managerial competencies and challenges
Similar to Learning Culture and Employee Engagement: 6 Ingredients for Success (20)
7 Cost-Cutting Strategies to Lower Overhead and Energize AI & AutomationShelly Myers
Will automation replace accountants? Hardly, but automation and AI will certainly make a difference to accountant’s workflows and efficiencies. Join this 45-minute webinar to learn how to automate your workflows, start projects fast and intelligently, and delight even the most skeptical clients. You’ll see automation trends, technology solutions and accounting firm testimonials.
What You’ll Learn:
• The impact of limited or poor automation: delayed work, damaged client relationships and sluggish billings
• How automation helps accountants during disruptive financial times
• The role AI plays in modern accounting practices
• Real-world examples of two accounting firm’s automation transformations
• How to get started so you can weather this disruptive period and stay competitive
Crawl, Walk, Run: Scaling Candidate Engagement for Every OrganizationShelly Myers
As more and more organizations realize the benefits of an engaged workforce, they are turning their attention to fostering that engagement before a new employee even walks in the door on day one—what we call candidate engagement.
And for good reason. According to LinkedIn’s Talent Trends Report, 83 percent of candidates say a negative interview experience can change their mind about a role or company they once liked. On the other hand, 87 percent of candidates say a positive interview experience can change their mind about a role or company they once doubted.
The benefits of candidate engagement and excellent candidate experience are clear. However, with so many tips, hacks, and strategies out there, it can be hard to pinpoint where you should invest your time, money, and effort to get the greatest results. You need to know which ideas will work for your unique organization.
Join JD Conway of BambooHR and Chad Roudebush of Jobvite as they break down scalable candidate engagement strategies you can use in your organization whether you’re a team of five or one hundred.
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
A recent study found that the profit margins of organizations that are more advanced in HR analytics (also known as people analytics) are 56 percent higher than those of less advanced organizations. With the data and analytical systems available today, HR can have a bigger positive impact on critical business issues than ever before. HR analytics can help organizations reap benefits across a number of domains, from hiring the right people to onboarding effectively to reducing attrition of high-value employees.
Yet even though HR departments are generating more data than ever before, they often struggle to turn their data into valuable insights. Recent research from BambooHR found that while 58 percent of HR professionals believe HR analytics are very important, only 16 percent viewed themselves as an expert in using HR data.
In this webinar, HR experts from PayScale and BambooHR will dive into how HR leaders can become proficient in using data to drive change in every area that matters, including recruiting, talent management, productivity, and retention.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
How to Roll Candidate Experience into Employee EngagementShelly Myers
By now, you’ve probably heard how important a positive candidate experience can be to your hiring efforts. It can help your organization hire faster and attract better candidates. A great candidate experience can also help you secure new hires when it comes to decision time, as 87% of candidates say a positive interview experience can change their minds about a role or company they once doubted.
The connection between candidate experience and hiring success is undeniable. When you create a positive candidate experience, you create candidate engagement, which you can roll into into employee engagement through smart onboarding and other strategies. With strong engagement, you can retain the talent you’ve worked so hard to recruit. Join experts from BambooHR and Lever as they explain how to use candidate experience to boost employee engagement and retention in your organization.
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
Comp can be tricky… after all, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations are increasing. To top it all off, they’re mostly being had by managers who are not ready for them, which is frightening, because getting these conversations wrong can be incredibly costly.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations. We’ll also talk about the interplay between comp and culture, and provide insight into how you can pave the path for these conversations to go smoother, even before they ever happen.
We hope you’ll join Payscale and BambooHR in this important discussion.
Managing Employee Turnover: And How to Not Let It Ruin Organizational MomentumShelly Myers
HR sits smack dab in the middle of the most competitive talent battleground in history. We spend so much money finding, hiring, and onboarding employees, then getting them to productivity, only to lose them far too soon. Turnover is costing organizations time, money, and market position, but the good news is that you can do something about it.
In this webinar you’ll learn the real organizational cost of turnover, its leading drivers, and most importantly, you’ll learn the techniques today's leading organizations leverage to engage and retain your top talent.
Join Diane Schuman and Rusty Lindquist to learn how you can radically and immediately impact your organization, even on a tight budget.
Join JD Conway from BambooHR as he shows you four different hiring processes that your talent acquisition team can deploy in order to maximize your pipeline for long-term ROI. Learn how to decrease your future time to hire and build long-term demand by leveraging your brand, and join JD as he talks about building new quality processes for excellent future talent pools.
In this webinar you will learn how to:
- Maximize your talent pools
- Decrease your time to hire
- Build long-term demand for your brand
Four Elements of Effective Performance ManagementShelly Myers
When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
Getting Smart About Compensation: How to Know If You’re Doing It RightShelly Myers
Compensation is a core component of the employee experience, which itself is core to all of the stuff that really matters… like engagement, satisfaction, retention, and performance. These are the things that an organization relies on to succeed, because businesses don’t create value, people do. Our approach to comp is critical to our organization's success, yet all too often we're not really all that disciplined about it. And all too often we fail to recognize just how important it is. It's time to change all that.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
How to Simplify Employee Self-Service Access with Identity ManagementShelly Myers
Ensuring that employees have proper access to the multitude of systems and software they need to do their job is a tall order for IT and HR. Making it easy for employees to access the applications they need without requiring one more password to remember is crucial for implementing successful employee self-service in HR.
Join us for this webinar to see how BambooHR and OneLogin simplify employee self-service access so you can free your people to do great work!
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Rec...Shelly Myers
Once upon a time, filling a job posting began with fifty words in a newspaper, a handshake, and a crisp business card. Today, technology has expanded the possibilities for filling job postings, connecting millions of potential candidates. When you combine technology’s reach with a personable candidate experience, you develop strong connections with your potential hires, making it easier to find the right person for the job.
Join Vanessa Brulotte of BambooHR and Michael Bavaro of Reflik to explore how to get greater quality in your recruiting efforts. You’ll learn how crowdsourcing talent can connect your organization to your perfect next hire, how your company’s reputation can be your most effective marketing tool for potential hires, and how effective hiring can add diversity and innovative thinking to your organization.
How to Create an Attractive and Lasting CultureShelly Myers
How do you define your organization’s culture? How you answer that question influences so many aspects of your daily operations, from your success in recruiting to your engagement levels to the results of your projects. Join Brenton Williamson of BambooHR and Mila Singh of CultureIQ as they explore all the small details that combine to create an effective culture.
Hiring Hacks: What to Look For When Considering New Technology to Recruit & R...Shelly Myers
As companies scale, implementing new technology is crucial to keep up with the demand of the workplace. Join BambooHR and Greenhouse as we explore:
• What to look for when considering new recruiting and onboarding technology
• How to ensure the software you purchase won’t slow you down
• Tips towards getting company buy-in
• How choosing the right technology can make you a more effective HR professional
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
12. bamboohr.com bizlibrary.com
Learning Culture and Employee Engagement
Measuring Engagement
ALTERNATIVE DIRECT
MEASURES
The percentage of participation in
ad-hoc meetings and initiatives vs.
recurring meetings and
processes.
Time spent collaborating
directly with customers
outside of normal scope
of work.
The number of network
connections and time spent
with people outside of
immediate team or region.
The amount of work
that occurs outside of
normal working hours.
Harvard Business Review, A Primer on Measuring Employee Engagement
13. bamboohr.com bizlibrary.com
Learning Culture and Employee Engagement
Measuring Management Quality
• One-on-One: Employee time spent with managers
• Skip-level Time: Exposure to colleagues up the ladder
• Networking managers: Well-connected direct managers
• Balanced Time: too much or too little manager input
typically decreases engagement
14. bamboohr.com bizlibrary.com
Learning Culture and Employee Engagement
Measuring Colleague Influence
• Team Ratio: Measure the ratio of highly engaged
employees vs. disengaged employees on a team
• Collaborator Ratio: Measure the ratio of highly
engaged employees vs. disengaged employees in
a list of a person’s most frequent co-collaborators
15. bamboohr.com bizlibrary.com
Learning Culture and Employee Engagement
Measuring Relationships
• Strong Tie Connections: Relationships with frequent and
relatively intimate interactions typically increase engagement
• Weak Tie Connections: Exposure to ideas from outside
core relationships typically increases engagement
• Balanced Variability: How frequently their network changes
over time, ranges from unsettling to stagnant, find a balance
16. bamboohr.com bizlibrary.com
Learning Culture and Employee Engagement
Measuring Work Schedule
• Meeting Hours: Engagement decreases with more time
spent in meetings with more than 20 attendees
• Calendar Fragmentation: Engagement decreases without
meaningful time to work between meetings or events
19. bamboohr.com bizlibrary.com
Learning Culture and Employee Engagement
Career Goals:
clear path to
reach one's
full potential
Motivational Needs:
challenging work, feeling of
accomplishment, sense of team
Empowerment Needs:
top cover, trusted colleagues, ability to
effect change, permissive policies
Intrinsic Needs:
job satisfaction, shared belief in the mission,
passion for the work
Physical Needs:
competitive salary, access, training/knowledge
Self-fulfillment Needs
Psychological Needs
Physical Needs
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Career Goals:
clear path to
reach one's
full potential
Motivational Needs:
challenging work, feeling of
accomplishment, sense of team
Empowerment Needs:
top cover, trusted colleagues, ability to
effect change, permissive policies
Intrinsic Needs:
job satisfaction, shared belief in the mission,
passion for the work
Physical Needs:
competitive salary, access, training/knowledge
Self-fulfillment Needs
Physical Needs
Psychological Needs
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Signifiers of a Successful Employee
1. Contributes to a successful team
2. Given extra responsibility
3. Salary increase
4. Recognition from supervisor
5. Recognition from peers
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SMART Goals for Attributes
• Specific: target a behavior that connects with the attribute
• Measurable: track incidences of that behavior over time
• Actionable: focus on personal behavior, not someone else
• Results-focused: count success rather than lack of failure
• Time-bound: measure at regular intervals
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“First, I’ll do a root cause analysis of why I’m frustrated. Then I will bring
it up with Norah within the day, either with a direct conversation or, if
more appropriate, a private email.
I’ll measure how many times this happens over the next 30 days,
then try to improve on my count.”
Better Way
28. Top 10 Skills:
IN 2020 IN 2015
1. Complex Problem Solving
2. Critical Thinking
3. Creativity
4. People Management
5. Coordinating With Others
6. Emotional Intelligence
7. Judgment And Decision Making
8. Service Orientation
9. Negotiation
10. Cognitive Flexibility
1. Complex Problem Solving
2. Coordinating With Others
3. People Management
4. Critical Thinking
5. Negotiation
6. Quality Control
7. Service Orientation
8. Judgment And Decision Making
9. Active Listening
10. Creativity
Source: Future of Job Report, World Economic Forum
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Emotional Intelligence
Our ability to understand and monitor our own feelings and
emotions, and the feelings and emotions of those around us.
• Attitudes, choices and behaviors
• The connection and interaction of the
emotional and rational parts of our brain
• Strategies to adopt and improve
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Coaching Skills
The manager focuses on the actual needs of his
or her employees and puts those needs first.
• Ask vs. Tell Approach
• Focus on the development of
the employee, not the tasks
• Structure for accountability,
action and outcome
32. Why Are Coaching Skills Important
For Your Managers?
Top Missing Skills In
Mid-Level Leaders
1. Coaching
2. Performance Appraisal
3. Developing Others
4. Managing Change
5. Communications
6. Business Acumen
SOURCE: Bersin by Deloitte
21%
Organizations with senior leaders who coach
effectively and frequently
IMPROVE BUSINESS RESULTS BY 21%
SOURCE: Bersin by Deloitte
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Communication Skills
Ensuring the message and method are
appropriate to the situation and desired results.
• Feedback
• Keep employees connected
• Maintain relationships
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New Communication Realities
• 48% work remotely for at least half of their work week
• 55% say that seamless remote management
is an achievable goal with manager training
• 54% consider trust an important issue
• 43% use manager/employee video communication
• 39% believe remote management helps maintain
a more professional relationship
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Over-Controlling Managers
• Remove decision-making responsibility and creativity
from employees on their teams
• Lower the workday experience on the hierarchy of needs
• Lead to burnout or indifference for their employees
• Create a bottleneck at the managerial level
• Limit performance to their own strength
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Barriers to Receiving Feedback
• Truth: we protect our opinion by telling ourselves that our critics
don’t know what they’re talking about
• Relationships: “Who are they to question ME?”
• Identity: mental discomfort comes from knowing that you’re wrong,
can lead to questioning other assumptions about underlying realities
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Tips for Receiving Feedback
• 80/20 rule: Whoever is offering feedback should listen
80 percent of the time and talk 20 percent of the time
• Guide employees to solutions through coaching questions
• Using questions helps employees grow into their
responsibility rather than taking it from them
• Effective feedback trains employees in the thought
processes they need to solve their own problems
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Three Types of Feedback
• Evaluation rates or ranks employees on a set of criteria
• Coaching helps employees change and improve.
• Appreciation tells employees that they matter and belong
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Self-Management Process
• Committing to a meaningful purpose
• Choosing the best way to fulfill that purpose
• Performing work activities competently
• Making progress toward achieving that purpose
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Sense of Meaningfulness
• A non-cynical climate—freedom to care deeply
• Clearly identified passions—insight into what we care about
• An exciting vision—a vivid picture of what can be accomplished
• Relevant task purposes—connection between our work and the vision
• Whole tasks—responsibility for an identifiable product or service
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Sense of Choice
• Delegated authority—the right to make decisions
• Trust—confidence in an individual’s self-management
• Security—no fear of punishment for honest mistakes
• A clear purpose—understanding what we are trying to accomplish
• Information—access to relevant facts and sources
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Sense of Competence
• Knowledge—a store of insights from education and experience
• Positive feedback—information on what is working
• Skill recognition—due credit for our successes
• Challenge—demanding tasks that fit our abilities
• High, non-comparative standards—demanding standards that don’t force rankings
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Sense of Progress
• A collaborative climate—co-workers helping each other succeed
• Milestones—reference points to mark stages of accomplishment
• Celebrations—occasions to share enjoyment of milestones
• Access to customers—interactions with users of what we’ve produced
• Measurement of improvement—show how performance gets better
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Presenting Your Culture
• Help employees develop stronger connections
with each other and with your organization
• Keep your mission, vision, and values grounded
in real human experiences
• Match your values to what your
employees value in their own lives
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