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As organizations continue to run lean in terms of employees, what happens to the employees? For starters, they definitely take on more and more responsibility and more tasks. Unfortunately, the new normal is to expect to work long hours, but for what? Continue Reading →
When the topic of turnover comes up in organizations, most organizations believe they have this concept all figured out. Managers will tell you their thoughts about why employees leave their organization. If you have ever heard some of the reasons, like me, you may laugh to yourself thinking that they are missing the ball. Continue Reading →
Whether you subscribe to the idea that there are or are not generational differences in employees, it is important to make an effort to try new methods for retaining employees of all ages. However, when considering the massive ambition that Millenials are said to have, it is hard to ignore that employers are looking for ways to hold onto younger talent that may be likely to leave for advancement opportunities. The following are a few quick tips for communicating with Millenial employees in such a way that they feel valued and empowered to achieve great things at your company. Continue Reading →
Just as any other industry, the hospitality industry faces many of the same challenges with multiple generations in the workforce. However, some admit that finding great talent within the Millenial (or Generation Y) group can be difficult. One might think that many positions in the hospitality industry would be a great fit for a young adult as it is common to begin with little experience and to receive on-the-job training (except for upper level positions). It could also be beneficial for college students to work in the hospitality industry as seasonal employees during breaks from school while gaining business experience. So why is it still so hard to find and, more importantly, keep Millenial employees?
Employees typically spend much of their time at their desks working. I often joke that I spend more time at my desk than I do in my apartment. If we are spending so much time at our desks, what is the least we ask from our employers? How about the ability to add a few personal touches. Continue Reading →
For retail-based organizations, the reality is that turnover is rather high. Unfortunately, this can be a frustrating reality to organizations. Often it seems the second a new employee is trained, they are already out the door. What is it about retail employees that causes high turnover? Continue Reading →
On an average day, how many employees would you estimate are absent from your organization? If your answer was very high, ask you yourself why this is. What are the reasons that most of your coworkers are missing work? Is your organization doing enough to prevent absenteeism from being a problem? Continue Reading →
While many organizations keep up with the latest organizational trends, there are plenty of organizations that are behind the times. With our current economic state, it is not always an option for organizations to focus on organizational change or development when survival is the only option. So, how exactly does an organization begin to create an environment that encourages and strengthens employee engagement? Continue Reading →
Guest blog author: Maggie Coffey, marketing intern for Hireology
Inc. magazine recently published an article about improving employee morale. The author, Suzanne Lucas, suggests feeding your employees does just that – by boosting morale and making them happy. Continue Reading →
The hospitality industry is a unique one that exists to serve customers in their recreational time. This time is often spent in the form of lodging and travel, amusement parks, cruises, and more. To best serve customers’ needs, there are a vast variety of employees that staff businesses in the hospitality industry from entertainers, to customer service representatives, to maintenance staff. Unfortunately, these employees tend to have a high turnover rate that has long been unexplained (Hinkin & Tracey, 2000). Continue Reading →
Organizations of course want engaged employees. Engaged employees are highly sought after and desired by organizations. We don’t often stop and consider what happens if employees are too engaged. Is this a bad thing? Continue Reading →
To develop a plan for organizational change to improve work-family balance, one might want to target the antecedent of insufficient time for the effective completion of one’s responsibilities for both work and family roles.
First, managers within the organization would want to honestly evaluate the current state of affairs regarding the amount of time employees are expected to work. If they realize that many employees feel as if they are expected to work overtime or back-to-back shifts in order to remain in good standing with the organization, this may be a large contributor to the problem especially if these perceived expectations are not actual benchmarks for performance according to the supervisors. Continue Reading →
Today’s workplace utilizes working in groups more than ever. Organizations have realized that part of working with a lean number of employees is group work. Employees depend on one another and make the most of each other’s skills and abilities. Continue Reading →
It’s not a huge surprise to say that an employee should fit his or her organization. If an employee does not necessarily fit the organization (or vice versa) problems can occur that could lead to employee separation. For example, an individual could feel uncomfortable at a company that generally disregards eco-friendly efforts when he or she holds said values. A person may also feel as though he or she does not fit the organization if a major company value includes an emphasis on long work hours and little time for outside activities and family if that is something that is important to the employee. Continue Reading →
When we think employee engagement, we typically think about work life. While employee engagement is important while at work and on the job, our lives outside of work are also important to consider. How do the two worlds help or hinder each other? Continue Reading →
Guest Author: Maggie Coffey, marketing intern for Hireology
Before you know it, the job market will be replenished with the latest set of recent college graduates. We’re eager, we’re dedicated and we’re picky. Even with a bleak job outlook and the impending repayment of student loans, millennials aren’t going to settle. Continue Reading →
We all dread performance reviews. And not just the topic, but the actual meeting that must occur in managers delivering the performance reviews and employees feeling awkward as the review occurs. There seems to be a strong negative connotation when saying the words, yet we all know how important performance reviews are to our development as employees. So, how do we lighten the topic? Continue Reading →
Note: for more on this topic, tune into our upcoming webcast with LinkedIn Talent Solutions on January 29.
Author: TNS Consulting and Marketing Team
We’ve already established the reasons why it pays to engage employee connections and company followers on LinkedIn. You can do some of that yourself, but in reality you’ll get from 0 to 60 much faster if you partner with your employees. Your brand, whether corporate or employer, is no longer about the message you control, but rather the authentic experience you deliver.
A recent analysis by TNS offers the top drivers of employer brand ambassadors to deliver the brand promise, or what people expect from every interaction with your company: Continue Reading →
In the world of sports, a common adage used to motivate members of a team is to use the stronger team members to push you harder and help you improve your own skills. I played soccer from kindergarten all through high school and there is truth to this. I always had a sense for the “best” player on my team and I learned as much skill as I could from their example. Continue Reading →
While catching up with a friend over Christmas, the topic of work came up. My friends and I are still relatively new to the workforce and adjusting to the vanished Christmas break and long hours spent at the desk. When talking about workload, one of my friends said to me, “Gail, you can handle working long hours because you actually like the people you work with.” Never before had I stopped and thought about this, but quickly my academic background made the connection to employee engagement. Continue Reading →
