Four strategies that help organizations harness happiness in their workforce.
By Debra Hreczuck
Some leaders may think that caring about employee happiness somehow means sacrificing performance. Actually, the opposite is true. In order for organizations to succeed and for employees to believe in the business strategy enough to work toward improving the bottom line, leaders need to make sure they are happy, researchers say. A miserable workforce is an unmotivated workforce, and that is a recipe for stagnation or outright resistance. The truth is employee happiness is tied to performance in many areas, including recruitment, retention, collaboration, and agility. Happiness is the web of energy in an organization that keeps employees focused and efficient.
United Overseas Bank is retraining its employees and empowering them to shape the future of their workplace.
By Michael Switow
United Overseas Bank (UOB), one of southeast Asia’s largest banks, is transforming the way it interacts with clients.
Reskilling is a here and now solution to the talent shortage.
By Tierney McAfee
With the number of employees who are voluntarily quitting their jobs higher than ever, organizations are placing utmost importance on retaining current workers and reskilling them, or teaching new skills to help them transition into different roles within the same organization.
Employers are taking a hard look at soft benefits, particularly work-from-home opportunities.
By Tierney McAfee
Working from home is becoming more than just a perk for many employees and job candidates; it’s slowly becoming a norm in today’s workplace.
Cigna’s CHRO John Murabito leverages a data-rich people strategy to drive proactive business decisions.
By Debbie Bolla
“What we do in HR starts with the needs of the business.”
Organizations are starting to offer packages that support the complex lives of employees.
By Marta Chmielowicz
Today’s employees do not leave their lives at the door—they bring their whole selves to work. And increasingly, they expect their employers to offer a diverse range of benefits that support them physically, emotionally, socially, and financially. From offering extended paid paternity leave to helping employees financially plan for their children’s college educations, organizations are beginning to embrace new and innovative family-friendly benefits.
An effective recognition program can improve retention while reinforcing key organizational values.
By Marta Chmielowicz
As the war for talent continues, employers are increasingly adopting human-centered approaches to drive business results and bring more humanity to employees’ experience at work. According to the 2018 SHRM and Globoforce Employee Recognition Report, retention and culture management are two of the top challenges of today’s businesses—and a values-based recognition program can help.
3M’s D&I program is driven by the connection between inclusion and employee well-being.
By Ann Anaya
Diversity and inclusion go together—one cannot exist without the other. And they are distinctly different sides of the same coin.
A robust absence and disability management program can ensure even nontraditional workers remain healthy and productive.
By Melissa Oliver-Janiak
Maintaining the flexibility that today’s workers demand comes with many challenges for employers. In particular for HR, the competitive economy is putting more pressure on organizations to be prepared when nontraditional employees (remote and temporary workers) experience a disability or absence issue. Developing a robust absence and disability management program is a critical and cost-effective way to help organizations address all employees’ health needs.
New research uncovers four key drivers to curating an impactful employee experience.
By Colon McLean and Ray Baumruk
With economic expansion and a competitive labor market, organizations are increasingly fighting to protect their bottom line while attracting and retaining top talent. This has placed more pressure than ever before on HR to focus on enhancing employee engagement and productivity. However, even as investments in pay, benefits, and other HR programs have increased over the past few years, research from Alight Solutions shows that employees and employers alike are struggling to improve employee engagement. According to the 2018 Workforce Mindset Study, an employee’s ability to get work done efficiently and collaborate and contribute on meaningful projects are factors that create an engaging workplace environment. These elements also shed light on a much larger driver of organizational success: the overall employee experience. The employee experience is the collective set of day-to-day work interactions that enable people to give their value fully and efficiently, express their authentic selves at work, and connect with other people while contributing to a meaningful corporate brand and purpose.
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