3 Ways to tie Individual Goals to Business Goals
Help employees map their individual goals back to the organization’s goals.
Businesses are facing a dilemma when it comes to goals: according to Gallup, employee productivity increases by 56 percent when managers are involved in helping their reports align their goals with the needs of the organization. Despite this, only 44 percent of those employees felt they could connect their goals to those of the organization’s goals. This means that somewhere, there’s an alarming disconnect.
For organizations to remain agile and meet their strategic objectives, their entire workforce must be able to understand the impact their work has on the business as a whole.
Read More: HR Insights: Vol 9, Issue 3
Exit Formalities for Offboarding: The Employee Exit Process
Only 29 percent of organizations have a formal employee exit process.
Adios. Farewell. Sayonara.
There are lots of different ways for friends and loved ones to say goodbye, but what about employers and employees? When someone is leaving your organization, do you know the right things to say and do to give them a good sendoff that protects both your firm’s interests and theirs? We’ll explain how to follow a sound employee exit process and make sure none of the exit formalities are overlooked.
What Is an Employee Exit Process?
Read More: HR Insights: Vol 9, Issue 2
Simply put, an employee exit process consists of the policies and procedures (exit formalities) that are followed when an organization is offboarding an employee. The steps are essentially the same whether the employee leaves voluntarily or involuntarily.
Recruiters, Adopt an Infinite Mindset in 2020
A recruiter with an infinite mindset is playing to keep playing, focusing not only on filling roles.
According to author and TED speaker Simon Sinek, “a worthy rival inspires us to take on an attitude of improvement.” That’s part of what he calls the infinite mindset. This infinite mindset is what Sinek believes differentiates businesses that think ahead versus those that live in the past. “Business is a journey without a final destination,” he says. “The goal is not to win but keep playing.”
But the infinite mindset isn’t just about leadership and business. It can have a profound impact on talent acquisition, too. The recruiter with a finite mindset is playing to win, or simply filling open positions as needed. Meanwhile, a recruiter with an infinite mindset is playing to keep playing, focusing not only on filling roles but also on helping management meet its long-term goals.
Read More: HR Insights: Vol 9, Issue 1
3 Ways to Master Next Year's Candidate-Driven Market
A growing number of job seekers cite work flexibility as a top consideration.
The unemployment lows we’ve seen throughout 2019 are expected to continue into the new year. In 2020, recruiters will have to work harder than ever.
With fewer qualified applicants coming your way, you may find yourself scrambling to impress top talent, not the other way around.
To get ahead in 2020’s candidate-driven market, you’ll have to take a flexible approach – in more ways than one.
1. Attract Top Talent with Job Flexibility
In many industries, jobs can survive – and even thrive – when employees are permitted to work remotely or on flexible schedules.
The 2019 LinkedIn Global Talent Trends Report highlighted the growing significance of job flexibility in the recruiting process:
Read More: HR Insights: Vol 8, Issue 12
How Top Tech Trends Are Transforming Work
When asked to consider how technology is transforming the world of work, an HR executive may point to advancements in applicant tracking systems, the growth of on-demand learning platforms and better employee analytics. These are just a few of the exciting new tools having a profound impact on HR, but what about the many broader technologies that are shaking up the status quo across industries?
Read More: HR Insights: Vol 8, Issue 11
8 Powerful Onboarding Strategies to Engage New Employees
Don’t let new hires go into their first day blind.
How many employees worldwide do you think are truly engaged and enthusiastic about their work? 30%? Maybe 50%? Plot twist: it’s just 15% according to Gallup, which is a huge financial drain for businesses considering that offices with engaged employees are as much as 43% more productive.
With all of this in mind (and our own Onboarding Summit almost upon us), we thought it was the perfect opportunity to go back-to-basics with our list of 8 Powerful Onboarding Strategies to Engage New Employees:
Read More: HR Insights: Vol 8, Issue 10
Six Tips for Achieving Work-Life Integration
Let’s be honest, there is no separation between work and life.
Work-life balance is one of those things everyone talks about, but no one seems to achieve. It’s like an imaginary destination no one ever really reaches. Find out why work-life integration is a much better goal for many reasons, not the least of which is that we can actually hope to achieve it.
Let’s be honest, there is no separation between work and life. And no such thing as work-life balance. No matter how hard we try to reach equilibrium, somehow, we always fall short. Employees everywhere are familiar with the intense struggle between the daily stress of deadlines and assignments at work and finding personal time for outside interests. Time at work often interferes with home life, causing us to stay late or work all hours of the day or night. In the long run, this lack of personal time leads to higher stress levels and a lack of concentration. When these things happen, productivity plunges.
Read More: HR Insights: Vol 8, Issue 9
Improving Emotional Intelligence at Work
It’s the secret to happier, more engaged employees who work better together.
Emotional intelligence is crucial in the modern workplace. It’s the secret to happier, more engaged employees who work better together. Which means it’s the secret to higher performing teams that drive fast n’ furious business growth.
Improving emotional intelligence in the workplace isn’t some fluffy, sounds-nice people goal. It’s a business-critical strategy that helps unlock maximum value from your biggest competitive asset – your people.
But emotional intelligence comes more naturally to some folks than others and improving your workforce’s EQ is easier said than done.
The following eight ways to improve emotional intelligence in the workplace will put you on the path to get the most from your people.
Read More: HR Insights: Vol 8, Issue 8
Considerations for Rehiring Employees
Rehiring employees can be beneficial to your organization.
Whether it’s a response to the tight employment market or seasonal employment rehiring, former employees are becoming more common. Rehiring employees can be beneficial to your organization, especially if they were strong contributors. You could save time and money since they are familiar with your business, and you do not need to provide them with the in-depth training required for onboarding new employees. A former employee also might have worked elsewhere since leaving your organization, which can be an opportunity to bring new skills, knowledge, and fresh ideas to your workplace.
There are also legal implications and potential liabilities to consider.
Read More: HR Insights: Vol 8, Issue 7
Engagement is Really Just Connection
The modern workplace suffers from a false sense of connectivity.
The modern workplace is disconnected. Although the Internet and social media give us a sense of connectivity, we’re more disconnected than ever before. Employees send emails (or texts) to people that sit a couple of desks away instead of just walking over to chat. Leaders have no idea what people are working on, much less what their individual goals and dreams are. Employees would rather work remotely because they don’t enjoy the office atmosphere. And we’re seeing lower morale and wellbeing in the workplace worldwide than ever before.
Not only does this disconnection lower each individual’s happiness, it can also lower innovation, teamwork, collaboration, passion, enthusiasm and ultimately bottom-line business results. So, what’s the answer?
Read More: HR Insights: Vol 8, Issue 6