The document summarizes the key findings of the Staples Business Advantage Workplace Index, a study of office workers and business decision makers in the US and Canada. Some of the main findings include:
- Employees report feeling overworked and burned out, with 65% saying workplace stress impacts them. Nearly half would consider leaving their job due to feeling overworked.
- While the office is where employees feel most productive, only 16% describe their office design as inspiring. Workers want changes like natural light, private spaces, and ergonomic furniture.
- Providing employees with the latest technology, encouraging regular breaks, and supporting wellness programs are steps employers can take to boost productivity and employee satisfaction according to the
How performance recognition impacts innovation and employee engagementO.C. Tanner
What is a big company without a solid set of employees? How would Google, Microsoft, or Amazon function if they were run by one man behind a computer? The answer might be, they would function quite well for awhile—after all, that is how most of the biggest companies are started. But what about once they pick up? Once Amazon started shipping packages to millions of people across the world, it might not have worked quite as well with one man in his garage.
At the core, a company’s employees are everything. They are the ones that keep things running, that make the company what it is—whether good or bad. So it is only common decency that you should reward them with the due amount of respect and recognition that they deserve. But it is more than common decency that makes performance recognition a crucial facet of any successful business. As you can see from the slides, there is a lot of research that has proven the effect of proper employee recognition programs on things such as employee engagement, drive, work relationships, and employee retention (to name just a few). For more information, take a glance through the slides and see for yourself—happy employees make for a happy business.
Unleashing the Power of Analytics: Driving Performance at the Intersection of...Human Capital Media
Performance analytics is a data-driven approach used to optimize how organizations manage and deploy learning and development that supports execution of business strategy. How are learning organizations today using data? How do they define and determine relevant analytics? Is there a critical shortage of analytics skills in the learning function? What outcomes are organizations realizing from their efforts when deploying performance analytics to drive learning and development (L&D)? Finally, how do we link learning analytics and business analytics to produce performance data that really deliver results?
In this session, we will share the results of a proprietary research conducted with hundreds of CLOs , in partnership with Human Capital Media, that delved into these questions… and more. We will shed light on best practices being employed and the challenges for learning leaders.
Learning Objectives:
Identify best practices and gaps in the adoption of analytics by learning organizations
Understand the difference and impact of learning analytics vs Performance analytics
Examine how analytics can transform strategy and outcomes for the learning function
How performance recognition impacts innovation and employee engagementO.C. Tanner
What is a big company without a solid set of employees? How would Google, Microsoft, or Amazon function if they were run by one man behind a computer? The answer might be, they would function quite well for awhile—after all, that is how most of the biggest companies are started. But what about once they pick up? Once Amazon started shipping packages to millions of people across the world, it might not have worked quite as well with one man in his garage.
At the core, a company’s employees are everything. They are the ones that keep things running, that make the company what it is—whether good or bad. So it is only common decency that you should reward them with the due amount of respect and recognition that they deserve. But it is more than common decency that makes performance recognition a crucial facet of any successful business. As you can see from the slides, there is a lot of research that has proven the effect of proper employee recognition programs on things such as employee engagement, drive, work relationships, and employee retention (to name just a few). For more information, take a glance through the slides and see for yourself—happy employees make for a happy business.
Unleashing the Power of Analytics: Driving Performance at the Intersection of...Human Capital Media
Performance analytics is a data-driven approach used to optimize how organizations manage and deploy learning and development that supports execution of business strategy. How are learning organizations today using data? How do they define and determine relevant analytics? Is there a critical shortage of analytics skills in the learning function? What outcomes are organizations realizing from their efforts when deploying performance analytics to drive learning and development (L&D)? Finally, how do we link learning analytics and business analytics to produce performance data that really deliver results?
In this session, we will share the results of a proprietary research conducted with hundreds of CLOs , in partnership with Human Capital Media, that delved into these questions… and more. We will shed light on best practices being employed and the challenges for learning leaders.
Learning Objectives:
Identify best practices and gaps in the adoption of analytics by learning organizations
Understand the difference and impact of learning analytics vs Performance analytics
Examine how analytics can transform strategy and outcomes for the learning function
As we begin 2019, we take look at the importance of employee engagement, and how HR solutions can be used to enhance their experience and help increase their well-being whilst at work.
Employee Engagaement And Organizational Competitiveness By Emeka AnaziaEmeka Anazia
Employee Engagement, Great Workplaces, Organizational Sustainability, Organizational Competitiveness, Head of Learning and Development, Chartered Institute of Personnel Management of Nigeria, Alumnus Haggai Institute of Advanced Leadership Studies, Singapore, United Nations Institute, Malta,
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
How to use People Analytics to Shape Employee ExperienceTareef Jafferi
From PMAT HR Day 2019, Bangkok Thailand by Tareef Jafferi
Key Takeaways:
1. Key moments in your Employee Experience
2. Getting started with People Analytics
3. Learnings from 4 Case Studies
4. Quick Wins
5. Can Happily.ai help you?
Aż 56% pracowników aktywnie broni swoich firm przed krytyką i odgrywa rolę ich rzeczników, zarówno online jak i offline – wynika z najnowszego badania Weber Shandwick
AceNgage is an HR intelligence company specializing in decision support services for employee engagement & retention. Established in 2007, we currently work with several leading IT, ITES, Banks, Pharma Manufacturing and Retail Companies in various areas of Employee Engagement.
Our unique approach provides the necessary power tools of information to Line and HR managers to uncover and understand latent employee dissatisfaction, make evidence based decisions and monitor the implementation of these decisions.
We are experts at capturing the “truth” as it is. Based on the findings, we assist organizations to make focused interventions to address/resolve people, process and policy issues. We partner with Management and HR teams to review and redesign current processes to ensure that these instances do not reoccur.
Our team comprises of trained behavioral psychologists who understand the psyche of the employees. Over a telephonic conversation they capture feedback and information as per the desired objective. The team specializes in providing a channel for employees to talk openly and honestly and gather the necessary feedback for improvement
Our major services include
1) yXit – ATTRITION DIAGNOSTICS & RETENTION
2) IMPROVE PRE JOINING & EARLY ENGAGEMENT(AceJeep)
3) COACHING FOR MANAGERS (AceCFM)
4) EMPLOYEE SATISFACTION SURVEYS
5) VALUE ADDED SERVICES
디지털 시대의 새로운 변화 - ‘직원 행동주의(Employee Activism)’ 급부상 관련 전문 리포트
글로벌 최대 PR커뮤니케이션 기업 웨버 샌드윅(Weber Shandwick) 연구 조사 발표
-직원 5명 중 한 명꼴로 본인의 회사와 고용주 보호, 기업 브랜드 지지자 역할 수행
-아태지역 직원 5명 중 3명이 고용주에 대한 콘텐츠를 소셜 미디어에 올려
-6가지 유형의 ‘직장 행동주의 스펙트럼’ 모델, 직원 행동주의를 통한 기회 발굴에 도움
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
American Society for Quality - Employee Engagement Presentation TalentMap
Employee Engagement : Moving the Needle on Quality
This lecture is designed to demonstrate how engaged employees positively impact quality. Sean will expand on how employees become engaged and stay engaged. He will use statistics to identify how engaged employees impact quality results and processes. All audience members will be equipped with talent solutions that they can immediately implement in their workplace to impact the organization’s human capital results and their quality-related bottom line performance.
Session Description:
TalentMap’s proven Best Practices are shared and elaborated on. What has TalentMap heard employees/employers from hundreds of corporations share with us? What do they need and want to become and stay engaged employees? How have the engagement elements been impacted by quality programs and implementation plans put in place by corporations? These questions and many more are addressed when Sean Fitzpatrick shares ideas, approaches and business practices on employee engagement and how it impacts corporate culture and quality. We will address:
-Statistics from TalentMap’s extensive database that identify how engaged employees improve on quality
-What TalentMap has learned and heard from employees when surveying their corporate culture that impacts quality
-How to implement action plans with accountabilities from an engagement survey
Once you have surveyed identify how you work on making the changes that will impact your corporate engagement levels:
-what are the quick wins
- plan for the strategic gains
- looking at impact vs. cost
- how you deliver what you have promised
- importance of measuring your programs
- who should be involved in the planning,delivery and implementation
Our Client will then address what they have experienced, learned and implemented on during and after their Employee Engagement survey. Once you have all the data and information how do you set priorities, how do you roll them out, who implements and how do you measure success, how you get the buy-in in a unionized environment?
This third installment, on the topic of Employee Engagement and Retention, looks in some depth at the employee-employer relationship, including issues such as employee loyalty, happiness and commitment to the job. It also examines views about the employer’s reputation as a preferred place to work, and the circumstances under which employees explore alternative jobs and careers.
In the fast-changing world of corporate recruiting, it’s important to be aware of and prepared for the problems and opportunities that you will soon face. In short, because it’s “better to be prepared than surprised”, both recruiting and hiring managers must find a way to be “proactive” in planning for these upcoming events, rather than being “reactive”. The most effective way to identify trends and to predict upcoming recruiting issues is through the use of analytics and predictive metrics This advanced webinar will be led by long time ERE.net author and global metrics expert Dr. John Sullivan. He will guide you through the goals, the action steps and the best emerging corporate practices in predictive recruiting metrics.
Whitepaper | The Impact of Valuing Employee Effort | Sapience AnalyticsSapience Analytics
Most organizations will agree that employees are working harder than ever before while also agreeing that employees are less engaged than ever before. What’s wrong with this picture? In this insightful whitepaper you can find an answer.
This whitepaper addresses 3 basic issues:
--Identifying if the employee’s efforts are in line with the value the organization desires
--Can knowing one’s productivity contribute to greater employee engagement?
--How can effort and value be measured?
Staples, Inc. is a large United States office supply chain store, with over 2,000 stores worldwide in 26 countries. The challenge presented by our client “General Assembly” was to conduct a data analysis of the revenues by customer sectors in order to the determine the impact that returns have on the profitability of goods sold.
Office products (retail & distribution) mailing listsContactmailworld
Contact Mail World is among the leaders in the World Email Database Providers. Our main mission is to deliver market-defining high-quality solutions that create value and reliable competitive advantage for our clients around the world with a view of providing quality, satisfactory and fruitful Web services at an affordable price in such a way that supports their overall goals and strategic priorities.
As we begin 2019, we take look at the importance of employee engagement, and how HR solutions can be used to enhance their experience and help increase their well-being whilst at work.
Employee Engagaement And Organizational Competitiveness By Emeka AnaziaEmeka Anazia
Employee Engagement, Great Workplaces, Organizational Sustainability, Organizational Competitiveness, Head of Learning and Development, Chartered Institute of Personnel Management of Nigeria, Alumnus Haggai Institute of Advanced Leadership Studies, Singapore, United Nations Institute, Malta,
How do employees reach their maximum potential? What is the one thing that is proven to transform "good enough" into "great? The simple answer: an accelerator. O.C. Tanner offers insights based on a 10-year, 200,000 person study of managers and employees, that unveils new tips, including groundbreaking statistics, strategies, and benchmarks for increasing employee engagement, retention, and results.
How to use People Analytics to Shape Employee ExperienceTareef Jafferi
From PMAT HR Day 2019, Bangkok Thailand by Tareef Jafferi
Key Takeaways:
1. Key moments in your Employee Experience
2. Getting started with People Analytics
3. Learnings from 4 Case Studies
4. Quick Wins
5. Can Happily.ai help you?
Aż 56% pracowników aktywnie broni swoich firm przed krytyką i odgrywa rolę ich rzeczników, zarówno online jak i offline – wynika z najnowszego badania Weber Shandwick
AceNgage is an HR intelligence company specializing in decision support services for employee engagement & retention. Established in 2007, we currently work with several leading IT, ITES, Banks, Pharma Manufacturing and Retail Companies in various areas of Employee Engagement.
Our unique approach provides the necessary power tools of information to Line and HR managers to uncover and understand latent employee dissatisfaction, make evidence based decisions and monitor the implementation of these decisions.
We are experts at capturing the “truth” as it is. Based on the findings, we assist organizations to make focused interventions to address/resolve people, process and policy issues. We partner with Management and HR teams to review and redesign current processes to ensure that these instances do not reoccur.
Our team comprises of trained behavioral psychologists who understand the psyche of the employees. Over a telephonic conversation they capture feedback and information as per the desired objective. The team specializes in providing a channel for employees to talk openly and honestly and gather the necessary feedback for improvement
Our major services include
1) yXit – ATTRITION DIAGNOSTICS & RETENTION
2) IMPROVE PRE JOINING & EARLY ENGAGEMENT(AceJeep)
3) COACHING FOR MANAGERS (AceCFM)
4) EMPLOYEE SATISFACTION SURVEYS
5) VALUE ADDED SERVICES
디지털 시대의 새로운 변화 - ‘직원 행동주의(Employee Activism)’ 급부상 관련 전문 리포트
글로벌 최대 PR커뮤니케이션 기업 웨버 샌드윅(Weber Shandwick) 연구 조사 발표
-직원 5명 중 한 명꼴로 본인의 회사와 고용주 보호, 기업 브랜드 지지자 역할 수행
-아태지역 직원 5명 중 3명이 고용주에 대한 콘텐츠를 소셜 미디어에 올려
-6가지 유형의 ‘직장 행동주의 스펙트럼’ 모델, 직원 행동주의를 통한 기회 발굴에 도움
Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employer’s best advocates or its worst opponents. In either case, they are change agents.
American Society for Quality - Employee Engagement Presentation TalentMap
Employee Engagement : Moving the Needle on Quality
This lecture is designed to demonstrate how engaged employees positively impact quality. Sean will expand on how employees become engaged and stay engaged. He will use statistics to identify how engaged employees impact quality results and processes. All audience members will be equipped with talent solutions that they can immediately implement in their workplace to impact the organization’s human capital results and their quality-related bottom line performance.
Session Description:
TalentMap’s proven Best Practices are shared and elaborated on. What has TalentMap heard employees/employers from hundreds of corporations share with us? What do they need and want to become and stay engaged employees? How have the engagement elements been impacted by quality programs and implementation plans put in place by corporations? These questions and many more are addressed when Sean Fitzpatrick shares ideas, approaches and business practices on employee engagement and how it impacts corporate culture and quality. We will address:
-Statistics from TalentMap’s extensive database that identify how engaged employees improve on quality
-What TalentMap has learned and heard from employees when surveying their corporate culture that impacts quality
-How to implement action plans with accountabilities from an engagement survey
Once you have surveyed identify how you work on making the changes that will impact your corporate engagement levels:
-what are the quick wins
- plan for the strategic gains
- looking at impact vs. cost
- how you deliver what you have promised
- importance of measuring your programs
- who should be involved in the planning,delivery and implementation
Our Client will then address what they have experienced, learned and implemented on during and after their Employee Engagement survey. Once you have all the data and information how do you set priorities, how do you roll them out, who implements and how do you measure success, how you get the buy-in in a unionized environment?
This third installment, on the topic of Employee Engagement and Retention, looks in some depth at the employee-employer relationship, including issues such as employee loyalty, happiness and commitment to the job. It also examines views about the employer’s reputation as a preferred place to work, and the circumstances under which employees explore alternative jobs and careers.
In the fast-changing world of corporate recruiting, it’s important to be aware of and prepared for the problems and opportunities that you will soon face. In short, because it’s “better to be prepared than surprised”, both recruiting and hiring managers must find a way to be “proactive” in planning for these upcoming events, rather than being “reactive”. The most effective way to identify trends and to predict upcoming recruiting issues is through the use of analytics and predictive metrics This advanced webinar will be led by long time ERE.net author and global metrics expert Dr. John Sullivan. He will guide you through the goals, the action steps and the best emerging corporate practices in predictive recruiting metrics.
Whitepaper | The Impact of Valuing Employee Effort | Sapience AnalyticsSapience Analytics
Most organizations will agree that employees are working harder than ever before while also agreeing that employees are less engaged than ever before. What’s wrong with this picture? In this insightful whitepaper you can find an answer.
This whitepaper addresses 3 basic issues:
--Identifying if the employee’s efforts are in line with the value the organization desires
--Can knowing one’s productivity contribute to greater employee engagement?
--How can effort and value be measured?
Staples, Inc. is a large United States office supply chain store, with over 2,000 stores worldwide in 26 countries. The challenge presented by our client “General Assembly” was to conduct a data analysis of the revenues by customer sectors in order to the determine the impact that returns have on the profitability of goods sold.
Office products (retail & distribution) mailing listsContactmailworld
Contact Mail World is among the leaders in the World Email Database Providers. Our main mission is to deliver market-defining high-quality solutions that create value and reliable competitive advantage for our clients around the world with a view of providing quality, satisfactory and fruitful Web services at an affordable price in such a way that supports their overall goals and strategic priorities.
The inaugural Staples Advantage Workplace Index found that an overwhelming majority of employees are happy. However, keeping employees happy is a job in itself. Here are eight surprising facts about employee happiness that show why keeping employees happy is serious work.
For all organizations, in all industries, and of all sizes, growth is a function of the intersections of the relationships of people from the CEO to the client. The dynamic between the CEO and the management team influences the frontline staff, which ultimately impacts the client. Depending upon the quality of these relationships, this impact can be positive or negative, resulting in growth or downsizing. Joe offers proven methods to help any organization become a stronger, more cohesive team, deliver remarkable employee and client experiences, reset and recharge, and grow regardless.
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.
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.
In this presentation, we cover the 5 signs of a disengaged employee. These are some of the things Business Leaders need to keep in mind when trying to engage and retain their employees.
The Future of Employee Engagement and Positivity at Workplace WebinarQuestionPro
Learn Everything you need to know about The Future of Employee Engagement employee satisfaction and Positivity at Workplace.
Our latest research and analytical insights from our employee engagement and employee satisfaction and assessment surveys data sets on what works in making our workplaces more positive and more productive.
We will examine the key drivers for workplace motivation and well-being from the perspective of data analytics and assessments for:
Leaders, younger workers, gender breakdown and nationality.
Special report finding budget for your leadership training - your questions a...Tom Cooper, PMP
This report covers the benefits of a leadership training program and provides you with the essential questions that your boss will ask about training - ROI, costs, and how to find the right provider for your leadership development training program.
Webinar: 7 Employee Experience Trends That Will Dominate 2019 Limeade
In this 60-minute webinar, industry experts Henry Albrecht, Limeade CEO and Jason Lauritsen, Keynote Speaker, Author, and Employee Engagement Expert, will share the trends that are transforming HR and elevating people programs from siloed to business-critical.
This presentation describes the project and process BioBridge Global pursued to allow employees the ability to discover career paths within the organization.
Special Report: The Secret to Increasing Workforce Performance through Great ...StaffCircle Ltd
The business marketplace has never been more competitive. Lower barriers to entry, a global audience, rapid product development, and several other areas combine to create a fast-moving, ever-changing environment. Against this shifting background it’s vital to take a step back and look at the most important part of your business — your employees.
The beginning of the year is a great time to look back on the past 12 months through a year in review and assess your team's performance in the workplace. Here are some keys to an effective year in review.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...Michel Falcon
Michel Falcon and Shane Skillen surveyed 1,350 employees to better understand how they are feeling during COVID-19, what their expectations are and what matters them the most returning to their workplace.
These sentiments have been collected and packaged into a playbook with recommended best practices. Organizations can leverage this document to help design their relaunch efforts to maximize productivity, influence employee engagement and rebuild their company culture.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/help-them-help-you-good-managers-inspire-good-employee-performance/
Gallup released its “State of the American Workplace” report, a comprehensive look at employee engagement and performance in the U.S. The study found that 30 percent of employees are engaged and inspired by their work, and at the other end, 20 percent are actively disengaged and uninspired. In the middle is the remainder: 50 million (50 percent) Americans who are not engaged by their work or their managers. They’re just kind of there.
Gallup holds managers entirely responsible for an employee’s level of engagement. The top 25 percent of teams (the best managed) have 50 percent fewer accidents and 41 percent fewer quality defects than the bottom 25 percent (the worst managed), and they incur far less in health care costs. With this in mind, we think that one of the most important decisions you can make in business is who you name manager. Good managers embolden your employees; bad managers hurt your bottom line. The good news? These four performance solutions can help at every level.
Health Care
Health care plays a vital role in a motivating a workforce. Research from Cornell University shows medical insurance has a great influence on an individual’s task performance, which affects workplace safety and performance. Cover your staff—it indicates you care about their well-being and inspires them to be safer and perform better.
Company Culture
Companies tend to this issue the least, because it doesn’t yield tangible results, but company culture is often the first link in a chain of subsequent performance defects. There isn’t a single formula to tightening the family ties of your organization, and it’s a big job—but you should be doing it, as it pays big dividends. Two examples to get you started:
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
1. staplesadvantage.com
The guide to
keeping employees
engaged, happy, and
motivated at work
Workplace
Index 2016
The Staples Business Advantage Workplace Index is a comprehensive study of
office workers and business decision makers in the United States and Canada.
This is the second annual Workplace Index conducted by Staples Business
Advantage, the business-to-business division of Staples, Inc.
2. 2
S TA P L E S B U S I N E S S A D VA N TA G E | W O R K P L A C E I N D E X 2 0 1 6
staplesadvantage.com
Foreword
2
S TA P L E S B U S I N E S S A D VA N TA G E | W O R K P L A C E I N D E X 2 0 1 6
staplesadvantage.com
“The Staples Business Advantage Workplace
Index provides an important look at the state of
the workplace and what employees want and
need from their employers. Based on the results,
it is evident that employees thrive in a workplace
that is sensitive to their needs and well-being.
An office outfitted with thoughtful workplace
solutions boosts employee productivity and
happiness and directly impact the bottom line.”
Neil Ringel
Executive vice president,
Staples Business Advantage, North America.
3. “This study shows that there is a tremendous
opportunity for organizations to focus on
and design employee experiences where
employees truly want to show up. Offering
employees health and wellness programs,
well-designed office environments, and
up-to-date, modern technologies are all a part
of that employee experience. This is crucial to
be able to attract and retain top talent.“
Jacob Morgan
Best-selling author of The Future of Work, Futurist, and Co-founder of the Future of Work Community,
a brand council of the world’s most forward thinking organizations
who come together to explore the future of work
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13 14 15 18
A visual
overview
The state of the
workplace
Actions
employers can
take to provide
an inspiring
and productive
workplace
Optimizing the
office for your
employees
Health
wellbeing =
employee
happiness
19
The latest
technology
can help boost
productivity
Block the
distractors, build
productivity
Doing the right
thing
Office design What can be done Methodology
Contents
7
17
10
About Staples, Inc.
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Happiness at work
38%
48%
10%
Very
Happy
Somewhat
Happy
Slightly
Unhappy
Very
Unhappy
Are you happy at work?
Burnout at Work
Yes No I Dont
Know
Is this burnout motivating
you to look for another job?
Who We Surveyed
3,105
Canada
1,110
US
1,995
Office
Workers
Decision
Makers
Office
Workers
Decision
Makers
936 1059 468 642
Of People Surveyed Say They Feel Burnt Out At Work
US US CANADA CANADA
Looking for a New Job
Do you expect to change jobs
in the next 12 months?
17%
68%
15%
32%
21%
Wellness Programs
Is the availability of a wellness
program a selling point if you
were to look for a new job?
Yes Somewhat No
23%
40%
37%
Yes No I Dont
Know
Productivity Inspiration
Where are you most productive
in terms of getting work done? Where are you most inspired?
A Visual Overview
How could your employer help you avoid
experiencing burnout?
Which of the following aspects of your job do
you think contribute to the burnout you feel?
67%
55%
39%
36%
34%
33%
28%
0%
7%
63%
59%
52%
36%
32%
25%
21%
12%
47%
65% 36%
Desk at
work
SaySay
Desk at
work
6. “The fact that employees are drowning at work is
an interesting theme and speaks to the fact that
work life balance is dead and is being replaced
by work life integration.”
Jacob Morgan
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OVERWORKED
Feel
15%
TAKEN A WORKPLACE STRESS-
RELATED LEAVE OF ABSENCE.
Have
65%
WORKPLACE STRESS
IMPACTS THEM
Say
The State Of The
Workplace
Workers face a love / hate relationship with the office:
it’s where they’re most productive, but burnout and
stress remain prevalent. Employees say they’re working
longer hours simply to catch up on work they couldn’t
tackle during an eight-hour day. That workload is
taking a toll.
Sixty-five percent of respondents say workplace
stress impacts them. Nearly half report feeling
overworked and cite that as a reason to look for
another job, and 15 percent have even taken a
workplace stress-related leave of absence.
In response, employees want more from
their employers. They want initiatives such
as wellness programs and well-designed
workspaces, office perks including healthy
snacks and coffee, and technology tools that
help improve productivity. They want help in
improving their creativity, health, interest in their
work and relationships with colleagues.
The majority of workers (65 percent) say they
feel most inspired at the office, but only 16
percent of those same workers describe their
office design as inspiring.
Forty-three percent would like to see more
attention paid to workplace design, with
respondents also citing a desire for natural light,
private spaces, standing desks, lounge areas,
and ergonomic/flexible furniture for multiple
uses.
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Actions employers
can take to provide
an inspiring
and productive
workplace
Employees say they’re most productive in
the office.
Only nine percent of office workers say they never work more that 40+ hours
in a week. Employees identified some key drivers that could improve their
work-life happiness. Employees want recognition for their work, and they
believe this would improve office morale. There are also many changes that
employers can make to improve office happiness, and in turn, office loyalty.
Fourteen percent of those surveyed thought improved tech would help, while
11 percent say an improved office design would help cultivate happiness.
How often do you work more
than 40 hours per week?
Always
Usually
Sometimes
Rarely
Never
9%
25%
21%
24%
22%
What is the biggest reason you work
after the standard workday is done?QQ
18%
45%
19%
7%
67%
53%
48%
42%
35%
30%
27%
24%
21%
18%
16%
14%
12%
11%
10%
5%
12%
IncreasedSalary
ImproveMorale
RecognitionFor
Accomplishments
FeelingHeard
ProvideMoreFlexibility
Bonus
OtherProfessional
DevelopmentOpportunities
ImproveBenefitsPackage
ImproveTraining
UnderstandingHowDaily
TasksFitIntoCompanyVision
ModifyCompensation
Structure
OfferBetterTechnology
OfferMoreOfficePerks
BetterOfficeDesign
Accessibilityto
Leadership
Comfortable
BreakRoom
Other
What can your employer do to improve your happiness?
Q
To Compensate
For Time Spent
Away From Desk
To Complete
Work That I Didnt Get
Done Through The
Work Day
To Get Ahead Of The
Following Day
My Boss Expects Me
To Be Available 24/7
Other
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Provide employees the right resources,
not only to work, but to work well.
More employees are experiencing
burnout and fatigue at work. This is
leading to stress and employee turnover.
Optimizing the
office for your
employees
Does taking a break make you feel
more productive throughout the day?Q
78%
13%
9%
Yes
No
I Dont Take Breaks
Rate how your workplace has been a
contributing factor to stressQ
17%
18%
39%
26%
No Impact
Low Impact
Slight Impact
Significant Impact
10. Health wellbeing =
Employee happiness
Workers feel that longer hours spent
in the office is taking a toll on their
health. In addition to feeling mental
fatigue, some employees suffer from
physical discomfort.
Fortunately, there are a number of ways to help employees combat
the inherent challenges that come with working in an office. While
installing an onsite gym may seem like the obvious answer, smaller
changes can have a great effect on the office.
Seventy-eight percent of employees say they feel more productive
after a break. The overbearing problem, though, is that workers are
reluctant to take breaks because of guilt. That’s why, when asked for
solutions to burnout, over half of the employees surveyed said they
wished breaks were actively encouraged.
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Breakroom Solutions
It’s easy to make your breakroom or kitchen a place where people
feel happy, energized and comfortable. Count on Staples Business
Advantage® to tailor water and coffee delivery programs as well as
furniture solutions especially for your office.
VISIT US ONLINE
Please indicate if you feel a well-stocked
breakroom leads to any of the following?Q
83%
56%
53%
43%
36%
29%
Happier Employees
More Productive Employees
A More Social Environment
Less Stress
Loyal Employees
Better Eating Habits
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Even productive employees believe that the
right tools and technology can help offices
to become more efficient.
The latest
technology can help
boost productivity
Three out of four respondents say their employers do not give them
access to the latest technology to help them do their job more
efficiently. Even among those who feel they are productive at work, they
report they could be doing more with the right tools.
Does your employer give you access to the latest technology
to help you do your job more effectively and efficiently?Q
21%
74%
5%
Yes
No
I Dont Know
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“For as long as I have been researching
the future of work, office technology has
always had a considerable impact on
employees.”
Jacob Morgan
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Workplace distractions also impact productivity.
The top distractor is noise from co-workers (for
the second year in a row). Email overload is also
impacting efficiency.
Block the distractors-
build productivity
1. Allow room for collaboration. Give employees a place
to discuss and share ideas without worrying about
disturbing their colleagues.
2. Conversely, also make sure those that need quiet can
find it. Whether that means a small cubicle for calls
or a meeting room for privacy, employees should feel
like they have a place to work beyond their desk.
3. There are a number of options that can help make
the most of the office space. Don’t be limited by
traditional solutions.
Different types of work necessitate different types of workspaces.
Loud Co-Workers
People Coming To Talk
Email
Meetings
Social Networking
Website Browsing
Texting
Instant Messaging
Mandatory Training
Printer / Fax Machine
Music
None of the Above
Other
56%
47%
40%
34%
23%
21%
20%
19%
15%
13%
7%
4%
What distractions get in the way of you doing your best work?Q
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Doing the
right thing
VISIT US ONLINE
How important is an eco-friendly company
when making an employment decision?Q
A big driver for employee satisfaction
is the belief that their company is doing
the right thing.
Seventy-three percent of respondents say an eco-friendly company
is a key factor, very important, or somewhat important when making
an employment decision. Sustainable practices employers can
incorporate in the workplace include recycling office technology,
using green cleaning products, and choosing furniture that’s
refurbished or made from sustainable materials.
Employees who engage in their company’s sustainability and CSR
initiatives have statistically significant increases in their overall
engagement rate. Implementing or improving these initiatives is in the
interest of the company, the employee and the planet.
10%
It’s a key factor in my decision process
It’s very important
It’s somewhat important
It doesn’t impact my decision making process at all
30%
33%
27%
Green Focus
At Staples, we strive to minimize our
environmental impact on the planet
and the communities we serve. From
responsibly sourced products and
packaging to the recycling services we
offer our customers, we’re committed to
sustainability.
Going green is easier
with Staples Business
Advantage®
Running your businesses with less
impact on the natural world is a priority,
and purchasing green products is just
the beginning. Rely on our expertise to
help you create an affordable, accredited
sustainable program for your office.
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Despite the fact that people are spending
more time in the office working late,
they’re still finding it the most productive
place to be.
Office design
There’s still work to be done when it comes to office design, as the
majority of survey respondents describe their office as standard, plain,
and dull – even if they are in an open or hybrid environment.
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How would you describe your office?
Q
44%
36%
29%
22%
21%
19%
17% 16%
14%14% 14%
13%
12% 12%
11%
11%
10%
Standard
Plain
Dull
Personal
Noisy
Well-Designed
Productive
Inspiring
Collaborative
Distracting
Energetic
Demotivating
Motivating
Engaging
Dark
Fun
Would you like to see more
attention paid to office design
in your workplace?
Q
Yes
No
Indifferent
44%
23%
33%
16. “The trend toward new office
environments is definitely one worth
paying attention to. I believe that in the
near future we will see more companies
with six plus floor plans, not just open or
closed spaces.”
Jacob Morgan
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Changes, even if they seem small, together
can cultivate a productive culture.
What can be done
Seek out solutions to
combat hindrances on
productivity.
• Support your team by offering
the right technology. Keep
email inboxes under control and
reduce distractions by making
sure that meetings are worth
their time.
• Make use of the tools that help
employees use email effectively.
Design with purpose.
• Forty-three percent would
like to see more attention
paid to workplace design,
with respondents also citing a
desire for natural light, private
spaces, standing desks,
lounge areas, and ergonomic/
flexible furniture for multiple
uses.
• Blend a variety of workspaces,
offices should not just cater to
one type of task.
Offer solutions such
as telecommuting
and sustainability
programs to keep
employees happy,
healthy inspired.
• Reduce burnout by managing
workloads and encouraging
breaks.
Reduce burnout and
improve employee
productivity by
offering a wellness
program.
• Sixty-two percent of
respondents say the availability
of a wellness program is a selling
point when looking for a new
job, but 58 percent say their
workplace doesn’t offer one.
• In a wellness program
employees report that they’re
looking for well-stocked
breakrooms, onsite gyms,
and fitness-tracking wearable
devices.
Make the office a
positive, inspiring
place to work.
• Feed creativity by building
spaces to cater to different
types of work. Provide open
spaces but also try to offer
closed, quieter areas.
• Make employees feel valued –
give them a voice.
1 2 3 4 5
18. Methodology
The Staples Business Advantage Workplace Index
was conducted online among 1,995 employees in the
U.S. (936 were classified as general officer workers
and 1,059 as business decision makers) and 1,110
employees in Canada (468 were classified as general
office workers and 642 business decision makers)
by Morar Consulting in March 2016. This survey has
a margin of error of +/- 1.8 percent at 95 percent
confidence limits.
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Staples retail stores and Staples.com help small
business customers make more happen by providing
a broad assortment of products, expanded business
services and easy ways to shop, all backed with a
lowest price guarantee.
Staples offers businesses the convenience to shop
and buy how and when they want - in store, online, via
mobile or though social apps. Staples.com customers
can either buy online and pick-up in store or ship for
free from Staples.com with Staples Rewards minimum
purchase. Expanded services also make it easy for
businesses to succeed with in-store Business Centers
featuring shipping services and products, copying,
scanning, faxing and computer work stations, Tech
Services, full-service Print Marketing Services,
Staples Merchant Services, small business lending and
credit services.
Staples Business Advantage, the business-to-business
division of Staples, Inc., helps mid-market, commercial
and enterprise-sized customers make more happen
by offering a curated assortment of products and
services combined with deep expertise, best-in-class
customer service, competitive pricing and state-of-the-
art ecommerce site. Staples Business Advantage is the
one-source solution for all things businesses need to
succeed, including office supplies, facilities cleaning
and maintenance, breakroom snacks and beverages,
technology, furniture, interior design and Print
Marketing Services. Headquartered outside of Boston,
Staples, Inc. operates throughout North and South
America, Europe, Asia, Australia and New Zealand.
More information about Staples (NASDAQ: SPLS) is
available at www.staples.com.
About Staples, Inc.