Do You Social HR? Accepting Submissions for Social HR “IT” List

Social-HR-and-the-Employee-Lifecycle-by-The-Social-Workplace-(short)You do? Then submit your company to appear in the Social HR “IT” List.

The Social Workplace believes there are two key areas of social HR transformation: 1) implement high performing systems that streamline business and people processes to enable productivity; and, 2) leverage the employee lifecycle to create a sustaining and engaging experience that drives relevancy and adoption.

In creating the Putting Social HR in Its Place infographic, I broke down the employee lifecycle and identified opportunities to socially transform each area. As a result, I’m  frequently asked to name companies that provide products or solutions to enable this social transformation. So, I’d like to put a list together that aligns the need with the solution — companies who need to socially transform their learning processes can easily find a company that provides a solution.

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Power Your Bottom Line with Employee Engagement

Imagine the impact of working at just 33% capacity. According to Gallup research, that’s exactly what’s happening. Their research shows that as many as 67% of your employees may be less than fully engaged — and the average company loses $2,246 per disengaged employee every year.

World class organizations make engagement a priority by focusing on:

— Outcome-based accountability and performance
— Communications that not only tie personal performance to business goals but also guides employees on how to best meet individual performance goals
— Performance-driven development programs

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Making Social Recognition S.M.A.R.T in 2013

Social RecognitionMy friends at TemboSocial sent me their most recent infographic on social recognition and it prompted me to take a few minutes to dive a little deeper into their recent whitepaper on why social recognition matters. Below are some highlights from that whitepaper as well as some additional thoughts of my own.

“Fifty-four percent of organizations involuntarily lost high-performing employees during the first half of 2010”, reports T&D Magazine.1 According to the U.S. Department of Labor, the number one reason people leave their jobs is lack of appreciation.2 These figures speak to the challenge of talent retention and employee engagement, illustrating that a troubling percentage of employees who feel undervalued move on to what they hope will be greener pastures.

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Create a Culture of Employee Engagement in 2013 [#infographic]

productive-employees-smallFACT: 71% of the workforce is disengaged, causing US businesses $300 billion annually. Reducing turnover and improving productivity starts with you, the business.

As you start to establish business goals for 2013, you must also think of ways to ensure your employees remain engaged at work or risk your business suffering as employees become unproductive, or worse, look elsewhere for employment.

NBRI’s latest infographic breaks down the anatomy of an engaged employee and re-emphasizes the importance of creating a culture of long-lasting employee engagement, along with providing four goals to help fuel employee engagement initiatives.

 

The Anatomy of an Engaged Employee by NBRI

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