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How a culture survives when a start-up merges with an incumbent. Het journaal 1 - 19/11/16. Celeste Headlee: 10 ways to have a better conversation. Influences of Peers, Friends, and Managers on Employee Engagement. Internal Hires Need Orientation Too. As someone who has been in the business of hiring people and developing people organizations for many years, I’ve noticed two common first-day-on-the-job scenarios.

Internal Hires Need Orientation Too

Let’s take a look at each. On Gail’s first day at her new job, she is greeted by Ken from HR. Ken and Gail walk to her desk, where she meets her team and manager. Gail’s first few days include an orientation program that is specifically designed to make her feel comfortable in her new role and ready for her responsibilities. Her first week leaves her feeling invigorated, dedicated, and connected to her team. Success by Design - Coca-Cola’s Formula for Engaging its Global Workforce. Superior employee engagement is intentional and deliberate, not accidental.

Success by Design - Coca-Cola’s Formula for Engaging its Global Workforce

Few companies apply the time and attention required to create an environment in which the employee experience is consistent throughout the organization. Yet superior employee experience is what drives innovation and productivity, ultimately resulting in a better customer experience. Coca-Cola is one of those companies that has mastered it. I just returned from spending two days at the Coca-Cola Company headquarters in Atlanta, where I was a speaker at the IABC (International Association of Business Communicators) Connect16 event hosted there. What impressed me most about Coca-Cola was the consistency of the engagement and attentiveness of the employees. Recommended for You Webcast, November 10th: Content Promotion Tactics I Used to Grow from 0-35,000 Unique Visitors in 6 Months How, then, does a company achieve superior employee engagement?

Ditch the annual appraisal ways to improve performance management. Published: 31 Oct 2016 Last Updated: 31 Oct 2016.

Ditch the annual appraisal ways to improve performance management

Small Measures Can Liberate Employees to Contribute Their Best. Think about your first day of work at your job.

Small Measures Can Liberate Employees to Contribute Their Best

If you’re like most people, you probably felt energized, motivated, and even inspired. You may have been anxious about joining a new group of colleagues, but you were ready for the challenge. Yet it’s likely that within just a few months the honeymoon period came to an end. All too often, work is a source of frustration rather than fulfillment. This lack of engagement can hinder productivity and innovation. How can companies improve employee engagement? State of Employee Engagement. There are two sides to employee satisfaction.

State of Employee Engagement

The first, is compensation (salary + benefits), and the second, is their overall work environment. Employees need to feel like they’re being fairly compensated for the work they do, otherwise they’ll be disengaged. The Type of Purpose That Makes Companies More Profitable. We hear more and more that organizations must have a “purpose.”

The Type of Purpose That Makes Companies More Profitable

Purpose is on the agenda of the World Economic Forum in Davos, and discussed by celebrity CEOs like Richard Branson of Virgin Group, who has said, “It’s always been my objective to create businesses with a defined Purpose beyond just making money.” Oxford University and Ernst and Young found that public dialog on purpose has increased five-fold between 1995 and 2016. But is all this talk about purpose actually delivering business results? Why should you build your business around happiness? People spend almost 30% of their lives working and another 33% counting sheep.

Why should you build your business around happiness?

The remaining 37%? Eating, personal hygiene, social activities, gossiping, binging on Netflix, and sex (if you’re lucky). Make Strategic Thinking Part of Your Job. It’s a common complaint among top executives: “I’m spending all my time managing trivial and tactical problems, and I don’t have time to get to the big-picture stuff.”

Make Strategic Thinking Part of Your Job

And yet when I ask my executive clients, “If I cleared your calendar for an entire day to free you up to be ‘more strategic,’ what would you actually do?” Most have no idea. Forbes Welcome. Welk talent is het schaarst? 4 of the 6 Reasons Your Employees Don’t Perform – Intentional Growth Strategies. Last month you proudly unveiled a new incentive program to increase referrals generated by your employees’ networking.

4 of the 6 Reasons Your Employees Don’t Perform – Intentional Growth Strategies

This month, as you review the results you are disappointed. Revitalizing an underperforming performance review process. Performance reviews are well-intentioned.

Revitalizing an underperforming performance review process

Done right, they offer the opportunity to guide employee development, increase engagement and improve business performance across functions. Too often, however, reviews are backward-looking discussions used to justify compensation decisions rather than a means to drive growth or recognize achievement. While industry-wide, many talent leaders recognize the need for change to a process that no longer adequately serves its purpose, few that I talk with are prepared to radically change in one fell swoop. 4 tips for tough conversations with your employees. No one likes when difficult situations at work, but when these issues do arise, it's important that your focus remains on establishing a productive conversation where everyone feels heard. "When difficult conversations do arise -- such as discussions about low performance, inconsistent results, frustrated clients -- a leader can confidently assess the current situation against previously defined expectations and a focus on identifying and closing the gap," says Anthony Abbatiello, global lead, Deloitte Leadership business.

What Science Tells Us About Leadership Potential. Although the scientific study of leadership is well established, its key discoveries are unfamiliar to most people, including an alarmingly large proportion of those in charge of evaluating and selecting leaders. This science-practitioner gap explains our disappointing state of affairs. Leaders should drive employee engagement, yet only 30% of employees are engaged, costing the U.S. economy $550 billion a year in productivity loss. Moreover, a large global survey of employee attitudes toward management suggests that a whopping 82% of people don’t trust their boss. How to Kill Employee Engagement, Once and For All. Did this headline give you pause? That’s good. Of course, employee engagement is the secret sauce for every company’s success in today’s economic environment.

You want to foster it as well as you can and, as a manager or as a Human Resources specialist, it is your job to ensure a corporate culture in which engagement can thrive. The More You Energize Your Coworkers, the Better Everyone Performs. How much energy do you have at work? Do you feel invigorated and engaged or down and disengaged? Either way, the reason might be your coworkers: They are infecting you with their energy, positive or negative.

Why You Shouldn’t Label People “Low Performers” Employee engagement is the holy grail of management. How to bring your employee feedback into the twenty-first century. Employee engagement is a popular topic for businesses today because of the links between it and better performance. But recent research shows that, while 90 per cent of global organisations go to the trouble of carrying out employee engagement surveys, only 7 per cent rate themselves as excellent at measuring and improving engagement and retention. Another corporate giant ditches performance reviews. HR thought leader General Electric is joining the growing line of companies looking to make the traditional performance review a thing of the past. Following names like Accenture, Adobe and Gap, GE is trading its annual performance reviews for more frequent conversations and feedback.The Washington Post reports this will include an app to help managers and teammates share feedback and the phasing out of performance rankings.

Statistics from the Institute of Corporate Productivity show that about 10% of Fortune 500 companies have already canned an annual ratings system. The Future of Performance Reviews. How Minimizing Management Supervision Can Maximize Employee Performance. Shutterstock Since the dawn of the Industrial Revolution, thinking and tools for managing employees towards high performance have remained the same. 5 Things to Know Before Abolishing Your Performance Review. Good Managers Do More Than Manage. Keep your employees on task and engaged with these coaching tips. Last year, Gallup reported that half of employees have left a job just to get away from their managers. Leadership Engagement Always Trumps Employee Engagement. This was piece was co-written with Vincenzo Ciampi, executive director, Innovation and Strategic Projects at Sandoz. “Het idee van alle wijsheid aan de top is verouderd”