Practical HR Tips, News & Advice. Updated Daily.
We are currently in the middle of a worldwide employee engagement crisis. According to Gallup, approximately 70% of the U.S. workforce is not engaged at work, and over half of the workforce is actively looking for new employment because they’re disengaged at work.
Organizations continue to focus on helping employees improve their overall well-being, which in turn can positively impact productivity and costs. The key to realizing the value of this focus is an engaged population, yet despite best intentions and large investments, many employers still face low benefits utilization.
It doesn’t take an MIT engineering whiz to tell you that stress is a serious problem. But it might open your eyes to learn that even MIT brings puppy therapy onto its campus to reduce students’ anxiety and the negative, sometimes nonobvious consequences of stress.
In yesterday’s post, we discussed the significant and negative impacts a toxic boss can have on an organization. From bringing down department and company morale and productivity to increasing turnover to setting a bad example for other employees and other leaders, toxic bosses are bad news for any organization, and they can’t simply be tolerated. […]
Apparently, I’m an X-ennial.
Recently, the New Hampshire House of Representatives passed (by a narrow five-vote margin) House Bill 628, which would create a voluntary family and medical leave insurance (FMLI) program.
I find myself particularly drawn to (and often frustrated by) topics related to the generational divide. So, I was particularly eager to sit in on Susan Vitale’s RecruitCon 2018 session on the Outlook on the 2025 Workplace: How to Attract the Next Generation of Talent by Effectively Recruiting Millennials and Gen Z.
A new report finds that while a majority of companies, 63 percent, have a “Future of Work” plan in place, several roadblocks are impeding companies from truly transforming their workforce to be more dynamic.
You know that funny feeling you get in your gut when you leave the house thinking you forgot something? That exact feeling hit me earlier in my career when our company launched a division in a completely unfamiliar industry.
A growing number of U.S. employers now view voluntary benefits, once considered perks that were “nice to have,” as integral to their core employee benefits strategy.