If your onboarding process ends after a few months, you are probably sub-optimizing your talented, energized new employees pretty quickly. Benign neglect wears down productivity by starving employees of recognition, support and encouragement. Solve that: Keep the onboarding spirit alive throughout an employee's tenure. Click through for more thoughts on this.
All the great new hiring tools that improve job and personality fit are only so much insurance against a bad hire that leaves you stuck with a real jerk who is destroying engagement, morale and productivity. But it is still more productive to fix the jerk than replace him or her. Let's think about how best to do that. Click through for more.
Remember that burst of energy with which you charged into 2014? You were full of great ideas for improving personal and team productivity, and acted on them. But, that momentum may have faded as the distractions and diversions inherent in work life pecked away. With June almost done, it is time to recommit to those New Years Resolutions! Click through to find out how.
In May, longer days bring us more sunshine, and people get energized. At work, Spring puts a "spring" in our steps, and if we choose to channel our energy in productive directions, we can get a lot done. How best to go about that? Click through and read on!
A recent study by the Institute for Corporate Productivity (i4cp) examined 26 (!) practices in the areas of staffing, learning/development and rewards and found that six rose to the top as areas of focus that can “stoke both higher levels of engagement and higher market performance.”
We like the list. Let's take a look at the top three on their list, adding Bovo-Tighe's own 25 years of perspective!
Encouraging employees to take all the time off that is due them is good for overall productivity. However, when a team member is taking a break, the rest of the team does need to pick up the slack while the vacationer is gone. Planning ahead is the best remedy for that challenge, and it doesn't take much planning for a well-led team. Do not forget planning for re-entry post-vacation, too!
Employees who take time off to recharge are truly more productive than those who don't, all other aspects of their work being equal. Organizations that short-change employees on time off, by creating a culture that considers it "slacking off" or "letting the team down" are really shooting themselves in the foot. Tired employees are less creative that fresh ones, and make more mistakes that can be costly.
The ROI of employee training and development, especially in the transformation of middle managers into effective leaders, is not hard to explain to the CFO. Simply translate the value of employee engagement into rates of contribution. The benefits of raising contribution rate from 60% to 75% is easy to translate into numbers your financial stewards can understand.