Keeping your employees – and leaders – working at the top of their game requires more than just a competitive salary. It takes a culture that makes people feel safe to ask challenging questions
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Pay Transparency is foundational to a great company culture. A recent ADP survey indicated employees expected a 7% base pay increase last year, and in reality they received 4% on average.
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In business, “resilience” signifies more than just endurance or perseverance. It also means more than just “staying the course.” In fact, it often connotes something quite different.
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Although 21st century American culture has been putting a lot of emphasis on diversity hiring, many business leaders still see it as just another P.C.
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What’s in a job title? A lot. Job titles often reflect the real and or perceived level of importance of a job in an organization, and they carry emotional value for the people who bear them.
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Leaders: when is the last time you showed genuine gratitude to your people? The benefits of doing so are immeasurable and the costs of not doing so are immense.
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Now that remote working appears to be here to stay, what does this mean for employee compensation? Do the same salary and benefit formulas apply for people who work at…
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Leaders: Make sure your people take all of their vacation time. Many Americans don’t.
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Do you have frontline workers in your organization? Retail, delivery personnel, and hospitality workers are examples of those who have direct contact with your customers and often feel taken for granted and left out from many opportunities and rewards given to office workers. These people are often the face of your company to your customers and need to feel seen and appreciated by organization leadership to genuinely care about being their best for your customers.
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It’s that time of year again: time to do salary budgeting for next year.
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Employee burnout is not new. But it’s getting worse, and employers need to take action to address its effects.
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In last week’s post we discussed the negative impacts of employee burnout in the workplace. This week we are looking at how to spot burnout in your people.
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Are you spending too much time with people who drain your energy? It is important to invest in people and be a mentor, but be careful not to spend too much time with people who always create negative energy.
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Since we are in the midst of my favorite season, football (college more so than pro), this is an opportune time to learn about leading teams from Tom Brady.
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Even absent organization change, it is necessary to be very clear about what you mean and what you expect from employees. Clear, concise, repeated communication is always needed when we are trying to get a message to people.
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AI may be the future but emotional intelligence (EQ) is still very much the now. We all still value person to person interactions, which is why it’s critical to train your staff to deal properly with customers—and each other. Read now to learn more.
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With the COVID pandemic receding, more and more companies want workers to come back to the office full time. But are “return to work” mandates falling on deaf ears? In a word: yes! Businesses must change tactics to attract and keep top talent.
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Looking for a great book to read (or hear) for insights into how to manage your life, your business, and your sanity in the 2020s? I have two choice recommendations. Please read on.
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25 years ago, experts warned that within a generation retiring Baby Boomers and older Gen Xers would create a labor supply crisis. Has that prediction come true? If your company is having trouble staffing critical positions, here’s what you can do to attract the best and brightest.
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Smart leaders utilize pay transparency to build trust with their people. Additionally, a company that practices pay transparency is more likely to be viewed by job seekers as an employer of choice. These are just a few reasons why committing to pay transparency can help your company. Check out my new article to learn more.
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