By Elliot H. Clark
Imagine flying across the country to sit in a room full of strangers and justify every business decision you have ever made. It sounds as much fun as root canal—or more accurately, far less fun than root canal—because in a root canal, only the dentist gets to be judgmental. Imagine that after you have gone through this uncomfortable discussion, you have to await feedback that will either buoy or adversely impact your self-esteem.
I just described the part of the hiring process that will always be unpleasant and can never be fixed: interviewing. So my question to the HR community is why do we make the rest of the process unpleasant as well?
By Debbie Bolla
In this issue, we present some clear evidence that organizations can gain a competitive advantage by providing customized benefits programs to their employees.
A standard benefits program is no longer a check-the-box item in total rewards: Wellable reports that 79 percent of employees view benefits as a key consideration in their job selection process, and a survey from Zenefits shows that more than 60 percent of employees would take a job with a lower salary in exchange for better benefits. Today’s employees are looking for more than just the basics—they seek benefits to supplement their whole selves.
By Renée Preston
We live in a world where news spreads as an event is still taking place. Not only is the speed in which we receive information increasing, so are the number of messages and the mediums—from email and text to social media and apps like Slack and WhatsApp. We’re drowning in content and attention spans are shorter than ever, yet engaged employees are still key to company success.
How can HR leaders communicate with the workforce effectively while keeping in mind that email may not be the best option for everyone? What alternative communication strategies are needed to cut through the noise? For most organizations, there is no single solution, as we need to consider how various employees can effectively receive information.
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