Employment Enterprises Blog

Visibility Is Crucial to Developing Star Employees

Posted by Julie Winkle Giulioni on Feb 28, 2018 2:53:15 PM

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Topics: Performance, Managed Workforce, team, Office

What 2,700 U.S. Workers Want from Their Work

Posted by Sarah Payne on Dec 8, 2017 4:07:50 PM


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Topics: Performance, Company Culture, Job Seekers, Workplace, Job Hunt, Career

Dump Your Performance Reviews

Posted by Chuck Blakeman on Oct 5, 2017 3:57:19 PM

Managers rate performance reviews right behind firing someone as their top two most disliked activities. How bizarre is that? Giving constructive feedback, mentoring, training, and improving the performance of their staff should be their number one motivation.

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Topics: Performance, Company Culture, Employees, managers, review, feedback

How to Identify and Handle Low Performers

Posted by Terri Williams on Jul 6, 2017 11:15:27 AM

A chain is only as strong as its weakest link, and a company is only as strong as its lowest-performing employees. At first, this analogy may appear to be an overreach–after all, how can one or even a handful of poorly performing workers affect the success of an entire organization?

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Topics: Performance, Human Resources

Building The Business Case for Talent Management

Posted by Michelle M. Smith on Mar 30, 2017 7:47:00 AM

Corporate value is increasingly dependent on employees, and talent optimization is becoming a serious business issue.

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Topics: Human Resources Insights, Performance, Workforce

Are Rewards Demotivating? Myth and Reality

Posted by Darcy Jacobsen on Mar 7, 2017 7:31:00 AM

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.

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Topics: Performance, Human Resources

Use Mentorship to Drive Bottom Line Results

Posted by Charles Coy on Mar 6, 2017 7:55:00 AM

In the late 1990s, bestselling-authors Marcus Buckingham and Curt Coffman partnered with Gallup to figure out what makes great managers great. Twenty-five years of cumulative data and more than 80,000 manager interviews later, they found that while great managers differed in everything from rank to gender, age, race, location and more, they also had a common thread: Every single one excelled at transforming employee talent into employee performance.

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Topics: Labor & Industrial Insights, Performance, Workforce

Poor Performance Review Prompts Legal Action

Posted by Strategic Human Resources, Inc. on Mar 3, 2017 6:46:00 AM


My employee sent me a scathing email in response to a performance evaluation I just gave her. She has contacted her attorney and has threatened to quit. At this point I just want to fire her. How should I respond?

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Topics: Human Resources Insights, Performance, Employees

The Easiest Thing You Can Do To Be a Great Boss

Posted by David Sturt on Feb 23, 2017 6:57:00 AM

Most leaders receive surprisingly little development before assuming their first supervisory roles. In fact, many get no leadership training at all until they’ve been in the executive ranks for nearly a decade–reaching, on average, age 42.

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Topics: Human Resources Insights, Performance, Workforce

Is There an ROI to Celebrating Service Anniversaries?

Posted by Sharlyn Lauby on Feb 14, 2017 6:01:00 AM

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.

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Topics: Blogs, Performance, Human Resources

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