Keeping employees motivated at work is truly a constant battle for managers. In fact, a recent Gallup survey found that only 13% of employees worldwide are engaged at work on a regular basis. Distractions are the common enemy of us all; and, the all too familiar issue of failure to prioritize is no small beast and it frequently runs rampant in many companies. With so many to-do items vying for your employees’ attention, how do you keep them consistently focused and motivated? It may not be as hard as you think. You can improve employee motivation by enabling autonomy; encouraging communication; being positive; recognizing effort and achievement; providing ample coaching and training; and encouraging employees to embrace failure.
Employment Enterprises Blog
There’s an old saying that says, “Employees don’t leave jobs, they leave managers.” And it’s often true. Throughout my career, I’ve talked to hundreds of employees who love the company and their work, but they can’t stand their manager. So they leave. Sometimes they will just transfer to a different department or another location. Sometimes they will leave the organization all together.
Looking to send a strong message to employers who fail to provide a safe workplace, the Departments of Labor and Justice (DOL and DOJ, respectively) are teaming up to investigate and prosecute worker endangerment violations, namely, violations of the Occupational Safety and Health Act (OSH Act), the Migrant and Seasonal Agricultural Worker Protection Act (MSPA), and the Mine Safety and Health Act (MINE Act). Under a new worker endangerment initiative federal investigators and prosecutors will look to possible environmental crimes committed by companies in conjunction with workplace safety violations in order to seek felony convictions and enhanced penalties available under federal environmental laws. With the DOJ’s additional focus on holding individual corporate wrongdoers accountable, corporate executives could find themselves criminally and civilly liable for their roles in such crimes.
Employee retention is the rate at which a company is able to keep their employees working for them. If a company keeps half of its employees around for one year, the employee retention rate for that specific year would be 50%. Many businesses are aware of the importance of employee retention and will enact policies or strategies in order to maintain a higher level of retention. When they are able to keep their existing employees around, they are able to reduce the costs associated with hiring and training new employees when their existing ones leave.
Until recently, I thought we did a good job of communicating with our employees; but now I’m getting blind-sided with issues that I had no idea were brewing and it is obviously affecting productivity. How can I improve the flow of communication?
Executives and HR professionals may have very different day-to-day roles, but the desire to build a productive and engaged workforce is one thing we do have in common. We’re both constantly looking for ways to not only bring in the best but also foster growth and engagement among our current workforce. I can certainly attest to this firsthand as it’s something I think about often. Most of us realize that as CEOs, we are the leaders who steer the ships, but we are nothing without our employees.
You might be classifying your real estate team as independent contractors for various reasons. But whether the misclassification is intentional or unintentional, it can be a costly liability. It can even lead your company to bankruptcy.
Read below to learn how oustourcing Real Estate pay rolling can help alleviate the confusion, liability and costly burden of managing Real Estate teams.
If it looks like an asset and sounds like an asset, then it must be an asset, right? Well, if you’re an accountant, then the answer is probably a resounding “yes.” From an accounting standpoint, an asset is an economic resource that can be owned or controlled to produce value that can ultimately be converted into cash. For example, even a piece of equipment that is not owned but rather leased from its owner must be recorded as an asset in many circumstances.
In the past two years alone there have been 19 additions or changes to employee handbook regulations.
That’s a lot to keep up with, but of course it’s not feasible to update your handbook every single time a new rule goes into effect. So what to do? Don't let this task slip by unattended.
An employee handbook is a must for every office. And no matter what your company decides to include in yours, it’s meant to be a go-to resource for employees.
Of course you know this, but does your handbook actually achieve its purpose or is it collecting dust in desk drawers? According to a study from GuideSpark, 43 percent of Millennials don’t read most of their employee handbook and 11 percent of them don’t even bother opening it.