The term “optimized” tends to get thrown around a lot, especially when talking about employee scheduling. But what does it really mean?
Employment Enterprises Blog
Firing an employee, delivering a not-so-great annual review, policing employee conflict–there are many uncomfortable tasks that fall on the shoulders of an HR manager. But when asked what part of their job makes them most nervous, a common answer is unemployment hearings.
Leaders are busy people who need to set and manage priorities, often dismissing or delegating tasks that don't provide a strong return on their investment of time.
Nonetheless, there's one area of responsibility that leaders should never ignore...their employees.
I have an employee that filed a complaint against their supervisor for alleged harassment. An investigation has been completed and it was determined that there was no harassment and the issue was resolved. I am very concerned about the employee and their supervisor being able to work effectively together in the future. What can I do to help them move forward after this situation?
The Employment Enterprises team will be at booth #33 at the 2017 VA SHRM Conference "The Joy of HR." Stop by to discuss our workforce solutions, view a live demo of a digital flipbook for employee handbooks and sign up for a chance to win a digital flipbook for your company.
One of the central themes I write about is the tremendous power of recognition and reward to increase engagement, drive behavior, and motivate employees. Rewards, praise, and community all play a role in this process—and the basic principles of social psychology, positive feedback, and operant conditioning make it clear why this works.
Back in December, I wrote an article about service anniversaries and why they're important. What's noteworthy about service anniversaries isn't just their "feel good" importance. Yes, having someone recognize how long I've been with the organization is nice and it makes me feel special. But recognizing service anniversaries has a direct impact on the company.
Employee engagement impacts the bottom-line.
One of the reasons that companies are focused on employee engagement is because engagement is directly linked to bottom-line profits. According to Gallup, high levels of employee engagement can boost productivity and profitability 20% or more. On the flip side, disengagement is costing the U.S. economy over $350 billion a year.
Every article, list, and blog about great workplace perks tries to paint a picture of a scenic country club, filled with genius overachievers, enjoying pumpkin spice lattes while getting free massages. For those of us who work in reality, I am interested in discussing a perk that genuinely motivates and rewards. The goal of a manager is to build and provide a trusting environment where employees are incentivized to achieve and exceed target objectives while providing coaching when needed and recognition when deserved.
If I need to send an employee to “cover” at a worksite other than where they are regularly schedule to work, am I required to pay them for the time it takes them to get there?