School bullying is now a household term recognized widely, but what about workplace bullying? Workplace bullying has affected 27% of workers according to a survey by the Workplace Bullying Institute. The majority of workplace bullies are bosses, and 72% of employers deny, discount, defend, or rationalize the bullying. 61% of victims wind up losing their jobs as a result.
Solely based on Federal law…yes. A federal court ruled last week that it is legal to pay female employees less than men if it is based on past salary history. This decision by the 9th Circuit Court of Appeals overturns a previous ruling that stated that pay differences solely on past salary history were discriminatory, based on the Equal Pay Act.
Employee appreciation is a key element to achieving high levels of employee engagement and retention. Employees that feel appreciated have increased productivity and tend to feel better about their work. But if approached the wrong way, it could backfire.
The term onboarding means different things to different companies. Some describe onboarding as the time it takes to complete paperwork and conduct a background screening after a new hire accepts an offer. Others consider onboarding to be the first-day orientation, consisting of one day (or one hour in some cases) packed with paperwork and everything you need to know about the organization. But in actuality, orientation is merely the first step in the onboarding process....
With everyone being connected 24/7, is achieving work/life balance really just a pipe dream? For most people it is more about creating a blend of the two, not necessarily creating two separate pieces in balance. So instead of continually trying to achieve balance between the two, consider integration instead. When you integrate your work with your life you are more likely to be happy and achieve success.
Do you worry about hiring the right people? Do you worry about retaining and engaging your current workforce? All in an effort to drive business performance? Maybe it is time to look at your organization’s pay equity.
When done correctly, employee development can be one of the biggest drivers of success in an organization. Numerous research studies demonstrate that career advancement (or lack thereof) plays a big role in employees’ decisions to either join or leave an organization. Talent development can consist of formal training courses, mentoring or coaching, and cross training between departments. Investing in your employees' development can pay off long term with turnover...
It’s hard enough to find good employees, so when you find them make sure your managers are not making any of these common mistakes that drive employees to look elsewhere. It holds true that employees don’t leave jobs; they leave managers.
What good has ever come from labeling others? Does is seem to right to label a student “stupid” or “lazy” or “average”? If we label them that, aren’t they likely to only perform at that level? Do we unconsciously not encourage them to do better once we’ve labeled them? It’s the same with employees. Labeling your employees as “A”, “B”, and “C” players can be very detrimental...
In ASE’s soon to be released 2016 Quarterly Economic and Employment Survey – 4th Quarter we are continuing to see the number one reason employees are leaving their organization are for better advancement and promotion opportunities. Compensation doesn’t even make the top three reasons why employees leave. As HR professionals it should come as no shock that it is not the money (or lack thereof) that is driving employees away, it is the other (mostly free) things that...
According to Global Workforce Analytics 3.7 million employees now work from home at least half the time. In addition, Gallup reports that 37% of US workers say they have telecommuted at some point in their career. This is four times greater than just 9% back in 1995. With the growing population of telecommuters, are these workers feeling less connected and isolated?
Employers want their employees to bring their whole selves and full potential to work every day. But the truth is, many employees are running on empty most of the time. In order for employers to have a real effect on their employees, they must create programs that go beyond “wellness” and contribute to the employee’s total “wellbeing.”
As a way to lessen the effects of stress and its negative health impact on workers, employers may want to consider including workplace yoga and meditation in their array of workplace wellness activities. In a new study of more than 85,000 adults, yoga practice among U.S. workers nearly doubled from 2002 to 2012, increasing from 6% to 11%. In that same time period, meditation rates also increased from 8% to 9.9%.
According to a recently released survey from the Society for Human Resource Management (SHRM) and Globoforce, a leading provider of social recognition solutions, organizations that dedicate 1% or more of payroll to values-based rewards and recognition are more likely to see greater impacts on retention and financial outcomes.
Toxic employees are negative, volatile, and often times disruptive – aka "bad apples." However, most toxic employees can also be some of the most productive employees. This is the reason they’re hired in the first place and are able to stick around. But what is the cost of keeping them around?