Just as a good chef carefully prepares all aspects of a meal before plating each dish, successful HR professionals carefully map out every aspect of a task before executing it. In fact, HR professionals are probably some of the most well-prepared individuals in an organization—or at least they should be.
A recent Gallup report found that people who work remotely are more engaged, enthusiastic, and committed to their work—but only if they work outside the office 20 percent of the time or less. The common thread between most telecommuting studies reviewed suggests that allowing workers to spend some, but not all, of their time outside of the office could be beneficial for everyone.
It happens. You perform a Google search for your organization and come across a poor online review by a former employee. Regardless of whether such public feedback is accurate, the issue of employer reviews has been growing more prominent for a number of years. Employer review sites like Glassdoor and Vault that allow current and former employees to criticize or praise a company through anonymous postings have become increasingly popular, with as many as 33 million Glassdoor users and more than 600,000 companies reviewed.
As HR and employee relations professionals, we all want a better understanding of how President Donald Trump views American workers. When it comes to worker issues, we have seen two sides of the new president.
When it comes to your workplace, do you know how many members of your team are truly engaged? On average, U.S. companies have an engagement level of 32%. Basically, one out of three of your team members is engaged. Studies suggest that disengaged employees cost the U.S. economy between $400 billion and $600 billion a year!
Levels of engagement
Let’s focus on three levels of employee engagement.
Forty-three percent of highly qualified women with children are leaving careers or off-ramping for a period of time. —Sheryl Sandberg
Gender diversity is a business imperative. While most organizations are committed to the concept of gender diversity, they often struggle to put that commitment into practice. Studies show that having women in the workforce and in leadership positions can increase productivity, spur innovation, and improve team dynamics and decision-making processes.
The upcoming election, which is just around the corner, has brought the issues of equal pay and the wage gap between genders into the spotlight. Presidential candidate Hillary Clinton, a sponsor of the Paycheck Fairness Act, has made equal pay for men and women a main issue of her platform. The media has continued to question the other major-party presidential candidate, Donald Trump, on the issue, but he has yet to commit to a policy. He has wavered on his stance on equal pay when asked about it throughout his campaign.
The use of social media has become extensive in the workplace, and social media policies are gaining attention. Workers’ exchange of “personal” and work-related information brings risks to employers.
Learn to manage employees’ social media use and understand its potential impact on your brand. All companies need a social media policy—even if the company has no social media presence—because your employees may be creating one of their own.