[Note: I’m pleased to feature this guest post from Rosemary McKee, Account Manager at Rocket Badge, a quality-certified ISO9001 company serving the U.K. With more than 22 years of experience, McKee shares what managers can do to enhance the new employee experience.] As a hiring manager, your goal is to make new hires feel welcome, valued and part
Have you ever found yourself in one of these situations? Without warning, your position is eliminated due to restructuring Your job security is at the mercy of company or government politics Your job responsibility is minimized as a result of a management change or merger Your competence and performance – reflected in stellar job evaluations
[With Employee Appreciation Day approaching, I’m delighted to share this special post from my friends at myHR Partner. These HR professionals are serious about their work, yet also have a great sense of humor. I encourage you to visit their Modern Employer blog where you can find helpful and informative content.] myHR Partner’s Cartoon Employee Hall of Fame In recognition
After hearing from clients and colleagues undergoing organizational restructuring, I’m totally confounded by their descriptions of what’s happening. Managers are brought in from “corporate” or outside the organization and placed in positions to make changes without gathering any input from current managers who are running successful business units. Yes, I get that company execs can
Caspar-the-friendly-ghost may be harmless, but ghosting at work is not — for either the individual or employer brand. The practice of “ghosting” – when one person ends a relationship without warning or explanation – has spread from the dating scene to the workplace. It occurs when people: Don’t show up for job interviews Don’t show
“Using emotional intelligence and showing deep human respect for employees is key. Without that, your IQ, occupational knowledge, and educational degrees mean little to employees.” Kate Nasser As a fellow advocate for an engaging and respectful workplace, I’ve been following Kate on social media for a while. That’s why I was thrilled to read her terrific new
“Companies are in a talent war. It’s a race to get the best candidates quickly since unemployment rates are lower than they’ve been in years.” “The days of employees being thankful just to have a job are over and likely will not return for a while. Instead, the onus is on employers to cultivate and
That’s the message some people in executive and management positions send their employees. I’ve heard this many times, and here’s how it plays out. New employees starting with a company are likely to receive a fair amount of attention through orientation and on-boarding. This attention wanes, however, the longer employees are on the job. From
Workplace engagement is a both a responsibility and choice shared by employees and employers: Employees are responsible for their own engagement in that they choose to show up in their jobs ready, willing, and able to do their best work, and Employers are responsible for choosing to foster an engaging workplace where employees are enabled
“Mission matters. The people behind the mission also matter, and their passion for the mission can never be taken for granted.” [from Share of Mind, Share of Heart: Marketing Tools of Engagement for Nonprofits.] This is why engaging