Why HR Needs to Care About Employee Engagement

Employee engagement has joined the pantheon of human resources buzzwords of late. Attend any conference and it will be thrown around to and fro, guaranteed. But what’s the big deal? If employees show up and get their work done, does it really matter how “engaged” they are? Yes, it matters. Engagement is everything. Here’s why. Creating a Virtuous Cycle Engaged employees, those who have good relationships with their supervisors and feel valued and heard by their employers, have lower rates of turnover than disengaged employees, says Meredith Falb, marketing manager for CorporateRewards.com, an engagement tool combining software and consultation. Not only do they stay with employers longer, but engaged employees are also more productive, “which manifests itself in superior financial performance and reputation. As the company becomes more profitable and better known, it creates a virtuous cycle: attractive company = better recruits = better results,” says Falb. As their engagement …

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5 Ways to Engage and Retain Your Company’s Top Talent

Employers have an engagement problem. Earlier this year, Gallup released a survey that found while employee engagement was at its highest since 2000, the majority of employees are not engaged, including 17.5 percent who were actively disengaged from their work. Engaged employees tend to be more productive and it’s easier to retain them, while disengaged employees are checked out and may be looking for a new job. It’s a challenge for employers to keep their employees engaged. Drivers of engagement vary by industry, department and individual. No matter what they are at your organization, measuring the work you do on engagement is critical, says Tim Glowa, co-founder of Bug Insights. Simply boosting things you think will engage employees isn’t a strategic approach. Instead, survey your employees to find out what they find important, and then deploy your resources to make improvements. Repeat the survey often to see if you’re moving …

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How to Use Personality Testing to Improve Employee Engagement

Are you an introvert, a yellow or a D? Those are some of the terms that describe people’s personalities as measured by common assessments. Employers can use personality tests to gain insight into how employees prefer to process information, make decisions and interact with one another. The most common personality tests used in HR settings include: Myers-Briggs Type Indicator Keirsey Temperament Sorter DiSC These assessments break personalities down in different ways: some, such as DISC, have as few as four outcomes, while the Myers-Briggs assessment yields 16 categorizations. Whatever the result, these designations can help provide employees and company leaders with valuable insights about the organization. Assessing personalities and sharing the results with employees can be transformational, says Joan Tremblay, an organizational leadership trainer and coach. “In one organization, there had been a 20-plus-year feud between two managers with very different personality styles that affected the morale of each division,” …

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10 Ways to Get Your Employees to Embrace New Technology

You have spent months, maybe even years, researching, determining and introducing a new technology or software into your business. New technology and tools can increase productivity, boost sales, and help you make better, faster decisions for your organisation. While you are probably aware of the many benefits bringing a new technology into the company, you may not be aware of the challenge that often lies ahead: getting your employees on board. It’s no secret that people like routine. It’s comfortable, gives people direction and requires minimal thought. This can make it challenging to get employees to embrace new technology, but it doesn’t have to be. As well, there is currently a huge focus on user experience and intuitive interfaces. While this may be common among everyday apps and simple software, enterprise software is often complex because of the detailed functions it is required to perform. It is not uncommon for …

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How Hospitals Can Improve Relationships with Physicians

Medical practice is increasingly moving toward a physician employment model. According to a survey by the Physicians Foundation, 43.7 percent of responding physicians said they were employed by a hospital or medical group in 2012; in 2016, 57.9 percent said they were. As the health care working environment evolves, the relationships hospitals have with these employed physicians also need to shift.  “Prioritizing efforts that restore and improve the joy in practice is key for hospitals to gain a competitive advantage to successfully recruit and retain physicians,” says Shanna Kirshenblatt, an innovation consulting associate at Chicago-based Healthbox, a health care innovation platform. Here’s how hospitals can improve their relationships with physicians. Highlight Your Mission Health care is meaningful work, and that appeals to physicians, says Christian Nielson, principal consultant at DecisionWise, an employee engagement platform. A clear mission can help physicians connect the work they do with the impact they have …

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