From the category archives:

Employee Engagement

Who's Who in Social HR Technology

January 24, 2012

Welcome to our Who’s Who list of companies who specialize in Social HR technology.

Are you in HR technology and wondering what options you have in software vendors? Or are you wondering what technology companies are transforming HR into more social functions? Then look no further. The list below has been collected from a couple of online sources as well as from our own research. The companies are listed in alphabetical order, but sortable by product solution. If you feel a company has been listed incorrectly or if you are a representative of the company and wish to modify your information, please contact us.

Solution categories:

Read the full post >>

Employee Engagement – Employee surveys, opinions
e-Learning – Learning management, talent development
HCM Solution – Human capital management system that offers an overall solution
People Management – Workforce analytics, case management, succession planning

Read the full article →

What SHRM's Future Insights Report Means for Engagement and HR

January 11, 2012

SHRM released its Future Insights Report on the Top Trends for HR according to SHRM’s HR Subject Matter panel. This report highlights key HR-related topics and trends, as seen by subject matter experts from SHRM’s Special Expertise Panels. These trends are a valuable resource for any HR professional interested in seeing what issues HR subject matter experts believe will have the biggest impact on the workplace today and in the years ahead.

The report is broken down into key categories for HR, with each area having about 10 top trends. The trends indicate a promising revolution to the traditional role of HR in the organization and how organizations interact with employees and HR’s important role in this change. Of note, however, is the distressing (but not all that surprising to read) insight that technology and social media are seen as becoming more of a negative influence on workplace civility, manners, company information, privacy, business writing and etiquette. And their use is seen as increasing opportunities and avenues for harassment.

Read the full post >>

Read the full article →

Empower Contact Center Employees: Give Your External Front Line an Internal Voice

January 9, 2012

I have a friend who works in a call center here in Columbus, OH. She is someone who’s not only passionate about her job, but also about having a voice and affecting change to improve her teams’ functions. But her greatest challenges to feeling included in impacting / changing company processes are related to the working environment itself: with the exception of a half hour lunch and two 15-minute breaks, she must be on the phone all day long making conversation with other colleagues impossible, and 2) opportunities to express opinions with other team members or suggest changes are limited to monthly team meetings. Neither of which are conducive to driving a culture of social, human interaction.

It’s hard enough to drive engagement in the standard corporate environment, but imagine what it must be like to promote interaction in an environment where employees are separated and siloed as a requirement of the job.

Read the full post >>

Read the full article →

Employee Engagement is Not a Buzz Word, It's a Positive Attitude

December 15, 2011

Original Source: The Employee Engagement Working Paper, by Prof. Nitin Vazirani, M.Com. in Finance, M.Com in Mgmt, M.H.R.D.M. PhD (Pursuing) of the SIES College of Management Studies

Employee Engagement has become a buzz word for employee communication. But it’s more than just a buzz word, it is a positive attitude held by the employees towards the organization and its values. We already know that engagement has become a priority for many organizations. Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization.

Read the full post >>

Read the full article →

#Infographic: How to Build a Culture of Innovation

December 6, 2011

Source: Budco, http://www.budco.com/results/cultureinnovation/

Read the full article →

Employee Engagement: What Employees Need & What Managers Can Do

November 23, 2011

Original Source: The Power of Employee Engagement

Engaged workers produce more, make more money for the company, and create emotional engagement and loyal customers. They contribute to good working environments where people are productive, ethical and accountable. They stay with the organization longer and are more committed to quality and growth than are the other two groups of not-engaged and actively disengaged workers. How do they do so?

Employees have a strong relationship with their manager

They have clear communication from their manager

They have a clear path set for focusing on what they do best

They have strong relationships with their coworkers

They feel a strong commitment with their coworkers enabling them to take risks and stretch for excellence

Engaged employees tend to get the least amount of focus and attention from managers in part because they’re doing what they are needed to do. They set goals, meet and exceed expectations and charge enthusiastically toward the next tough task.
Read the full post >>

Read the full article →

You asked, I answered: A Social Workplace Starts with Culture and Engagement

November 18, 2011

Yesterday evening, I had the pleasure of appearing on Digital 411, an internet technology radio show. During the show, I discussed the impact that social technologies can have on HR transformation and employee engagement. There was so much interest in this topic that I didn’t have time to respond to all of the questions asked. Here are the questions that sparked the conversation along with my responses.

In your Social Knows: Employee Engagement statistics, you indicate that 52% of organizations using Web 2.0 achieved Best-in-class performance and an 18% increase in engagement. Help us contextualize and understand stats around achieving higher employee engagement using Web 2.0? What does that mean and what are some of the most significant tools being used?

Using a social network won’t change anything unless it’s a part of a set of tools serving a more global approach aimed at improving culture, performance, communication and productivity.

Read the full post >>

Read the full article →

Dear Company, My Parents Trust Me and So Should You

April 13, 2011

Winding down from my presentation at The Conference Board’s Social Media for Human Resources seminar, there is one important takeaway that resonates with me: the importance of employee engagement and trust. Engagement is employees’ connection to their work, organization, leaders, managers, clients or customers, performance, and results. On the more human side, it’s also the degree to which employees are willing to go the extra mile, display loyalty to their company before, after and during core business hours; and display satisfaction with their work and workplace. “Organizations need engaged employees at all levels (leaders, managers, staff) to achieve results significant for the organization” (Business Exchange: Employee Engagement).

During lunch, Erin Arcario (@earcario) and Nicole Maddox from Boehringer Ingelheim Pharmaceuticals, Inc, a couple of very enthusiastic conference attendees, and I actively discussed the benefits and risks of an organization’s social media involvement; the consensus being that the benefits outweighed the risks. One of those key benefits being that social media offers an additional platform in which to engage employees — internally and externally.

Read the full post >>

Read the full article →