Just like regular employees, temporary workers need to be properly managed in order to be as productive and efficient for your company as possible. Here are some tips on how to best manage your contingent workforce.
Do you know your temp workers as well as you might think you do? Understanding your contingent workers makes attracting and developing successful relationships with them easier.
The culture of a work environment plays a huge part in employee’s daily experiences and directly effects job satisfaction making it critical to create a culture employees enjoy and makes them want to come to work every day, as well as work hard and stick around for the long haul.
71% of workers are either unengaged or actively disengaged from their jobs, meaning a healthy majority of the workforce is just killing time when on the clock. But it doesn’t have to be that way. You can create an environment where engagement comes naturally.
Whether you decide to follow these resolutions or resolutions you have created on your own, there is always room for improvement within your business. Make 2020 all about what you can do for your employees and your business.
Whether your business is on modified operations or temporarily on hiatus due to the COVID-19 pandemic, it’s likely your entire team could use a morale boost. With current social distancing protocols, business shut downs and economic uncertainty, it’s more important, and also more difficult, than ever to keep your employees’ morale up.
Neglecting to consider an open-door policy may severely hurt your company culture, leading to poor productivity levels and low employee morale. Implementing such a policy strengthens relationships and promotes better teamwork, which will lead to a happier and more successful team dynamic.
The first days, weeks, and months are crucial to the success of your new employees, making your onboarding strategy extremely important. Creating an effective onboarding process starts with knowing the most common mistakes and how to avoid them.
The privilege of leadership is getting to believe in people before they believe in themselves. It’s a commitment to make a difference in the lives of your employees. As a leader, it’s not only your job to ensure your team meets goals and achieves success, but also to ensure you’re helping the individuals on your team be the best they can be.
It’s the first day of your new leadership role and just a few hours in, an employee who is 10 or 20 years your senior stops you and asks point blank, “Just how old are you?” As someone in a leadership position in their twenties, you probably anticipated getting that question at some point, but it still stops you in your tracks.
Have you ever known anyone who seemed to think that trust was a sign of weakness, and that putting themselves in a vulnerable position would make them needy? The truth is entirely the opposite.
Terminating an employee is a difficult decision to make, but sometimes it’s the best decision for the company. Consider utilizing these suggestions to cover your bases and put yourself at low risk for any backlash.
In the last few years, McKinsey, Corporate Executive Board, PwC and others have concluded that HR still has "far to go" until it reaches the status of a true business enabler.
Employee retention among the millennial generation is a growing concern as they are known for job hopping. So how do you keep millennials around? We have come up with a few retention strategies to help.
Miscommunication can be blamed for a significant amount of workplace conflict, and it would be unrealistic to think it could be entirely prevented. However, with a better understanding of some of the causes and possible solutions, the chances of a miscommunication decrease.
5 Trends in Employee Benefits for 2021 Open Enrollment