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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 →
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 →
Recent news about a controversial proposal by James W. Vaupel (a Danish professor who is the head of the new Max-Planck Odense Center on the Biodemography of Aging) that a 25 hour work week would be a better alternative to the 40 hour work week has stirred up conversation within the working world. This idea reflects on efforts to improve employee work-life balance while capitalizing on patterns of work productivity. 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 →
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 →
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 →
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 →
When we look at organizations, there are so many different components that comprise the relationship between employee and organization. It is hard to pinpoint the most important aspect the influences this relationship. The hottest topic is normally job satisfaction. Why is this? I believe that while job satisfaction is not “easy” to diagnose and solve, it is often used as a scapegoat for organizational problems. Continue Reading →
As jobs require employees to take on more and more responsibilities and work, employees can get burnt out very quickly. Long hours and lack of resources can leave employees feeling anything but engaged on the job. While organizations are not currently always able to give employees large wage increases, there are other options available to keep morale high.
The Ping Pong Table and Bags set setup in a storage area at the TNSei office near Chicago. Employees can take a break, have some fun, and team build at the same time.
One of the most effective ways to take all the work out of the workday is to provide employees with opportunities to step away from the desk and refresh themselves. This does not have to mean that the organization needs to take extravagant measures, however, something as simple as a group lunch out can provide employees with a break. Not only does this allow employees to eat away from their desks, but also it provides valuable bonding among employees.
Suppose you have decided that it is time to move on from a current position to a new one. There are countless reasons for this, from finding a better opportunity for advancement, better pay, more convenient work location, to avoiding bad qualities of the old job like a bad supervisor, or a culture that doesn’t fit your values, and the list goes on. Despite the reason, when you choose to end your current employment you are deciding to begin employment elsewhere.
Typically, a 2 week notice period is most common for giving an advanced resignation notice, but is this really the best way to communicate to your employer that you are leaving? The answer, as in most areas of Industrial/Organizational Psychology issues, is: it depends. It is dependent on the amount of time needed to fill your position, how many people report to your position title, and what kind of relationship you hope to maintain after you leave.
First, check your current employee handbook. Your company probably has a policy that states the amount of notice they would like to receive before termination of employment depending on how long it typically takes to fill the position. For many upper-level jobs, two weeks may not be nearly enough to time to conduct a full recruiting plan and to effectively review candidates’ qualifications.
You may also consider providing your current employer more notice as an additional courtesy. If you hope to maintain a connection with your supervisors and the organization as a whole, this is probably a wise idea. Not only will you be ensuring that you receive positive references from them in the future, but you never know when the networks you’ve built at your current job will prove useful for your career in the future.
When you get a new job the hope of course is that the environment will be positive. Taking a job with a new organization is a big investment as an employee for one’s career and one’s well-being. I always remind friends and family that are interviewing for jobs that the interview is just as much the organization interviewing them as it is an opportunity for them to interview the organization and decide if it will be a good fit and somewhere they will be happy and succeed. Continue Reading →
We all have different relationships with our supervisors. Some of us have supervisors that we do not feel comfortable talking with and others have great relationships fostered by trust and mutual understanding. Our relationships with our supervisors are a vital part of how we may view not only our jobs but also our organization, as our supervisors are often our most direct connection to the organization as a whole. Continue Reading →
On a daily basis we don’t often stop to think about our benefits from our job. Most often, we focus on our paycheck and how much our salary is annually. Our salary is an important part of job satisfaction and can have an impact on how we feel towards our jobs. What we forget to reflect on are the benefits aside from our salary that our organizations provide. Continue Reading →
What has been a major result of the state of our economy? Organizations have downsized and thinned out departments. Work that would be enough for two or three employees is now being placed on one single employee. The result? That one employee’s workload is simply too much. Continue Reading →
It is no secret that juggling work and family is difficult. We all know that trying to balance these two parts of our worlds can be stressful and at times seemingly impossible. How can we improve our work and family life balance? Continue Reading →
The level of commitment employees have toward their organization has an impact on the intentions of the employee. Will the employee feel loyalty to the organization or not? This loyalty may influence whether or not an employee wishes to stay at an organization or move on. Continue Reading →
Did you get a chance to join our webinar yesterday on managing generations? If not, here are some highlights of the excellent presentation presented by some of TNS Employee Insights’ finest. Continue Reading →
