Blog

The world is changing and so is how we work. When it comes to the field of HR, leaders and professionals need to be on the cutting edge of what is happening in today’s workplace, not to mention being flexible to that change.

Surveys dominate the news these days. In the midst of one of the most unique primary seasons in U.S. electoral history, the results of voter surveys have upended the political process. Why is this?

When most companies think about new hires, they think about paperwork and being ready for the employee’s first day - better known as orientation. Sure, new hires will need to know about their benefits and the company safety regulations; however, we want to talk about onboarding. It goes deeper, beyond all the paperwork. And it certainly doesn’t last a single day or even a week. Onboarding is about your culture, your people and what makes your organization great. Without properly onboarding your new hires, the cost of turnover can damage your bottom line.

We sometimes sit in amazement at the frequency with which we encounter employee recognition programs that aren’t tethered directly to a company’s enterprise strategy. Examples include recognition programs that reward values rather than behaviors that are linked to performance. This makes it nearly impossible to measure business impact. Also quite common are programs that have been deployed on a one-size-fits-all basis. This overlooks fundamental differences between employees in different parts of the organization.