The Game of Employee Engagement Includes Enablement

Source: 3 cost-effective ways to boost employee engagement, from the March 2012 issue of CeridianVoice.
Game of EE Engagement Infographic

With 71 percent of employees “not engaged” or “actively disengaged” at the end of 2011, according to Gallup, most companies can only dream of a workforce that is 100% engaged. And with 6 percent of net profits at stake for disengaged companies, according to Towers Watson, employee engagement has become a major business issue.

According to Charles Daye, senior vice president of HR for Ceridian U.S., exploring cost-effective, easy-to-implement HR technology solutions is a great place to start improving employee engagement in today’s economy.

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How Your Lover Could be Killing Your Productivity

Very few people have followed this blog from its beginnings. If you are one of those people, you might remember that my very first blog post was called, “My Crackberry is my Blankie,” and it was all about my addiction to my Blackberry and how I go to sleep with it every night. Fast forward 4 years, replace the Crackberry with my new HTC DNA, and you pretty much have the same situation. I’m so attached to my phone that I call him, Stan. And yes, I sleep with him every night. He’s my lover and he’s more than likely killing my productivity.

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Does HR Really Get It?

Original post: HR Perception vs Reality, Kenexa Blog

As HR professionals, how tuned in are we to what our employees think and feel about our organization? This year, Kenexa set out to answer this question by asking the same questions of both HR professionals and employees around attitudes and engagement. The results were disconcerting. Gaps exist between employees and employer perceptions across a variety of topics from benefits to retention.

For more information, check out the free Kenexa white paper “Employee Attitudes and Engagement” and discover how HR’s perception of engagement, pride and retention compares to the reality for employees today.

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Where’s Your Employee’s Head?

Whether your traditional HR programs need a simple revitalization based on modern best practices or because you’d like to revolutionize them by applying a social layer, your FIRST step in transforming your existing HR programs is understanding where  an employee’s head is: what they’re thinking, what they need, where they want to go, and who they want to be.

If you follow this blog, you know that I believe the employee lifecycle is the foundation for balancing business needs with the needs of your employees. By integrating them into the employee lifecycle, you turn every day HR transactions into interactions that become tools relevant to how employees live and work, resulting in higher adoption and sustainability. To that end, you will not know where your employees’ heads are unless you break down the employee lifecycle.

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Global Employee Recognition Has a Really L-O-N-G Arm

As the global economy continues to change and challenge employers, one of the most crucial ways to engage and align employees to the company mission is through employee recognition. I know this. Employers know this. And chances are, if you’re reading this, you know this as well. Consequently, EVERYONE is looking to revamp their recognition programs. Not an easy challenge for domestic companies and an even harder one for companies who have employees across the globe.

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