Deloitte’s newly released 2015 Supply Chain Survey has found that only 45% of supply chain and 40% of procurement executives at U.S.-based global companies are “extremely” or “very” confident that their supply chain organizations have the competencies they need today. ... [ read more ]
The larger or more geographically spread out the organization, the greater the issues related to diversity. Beyond the regulatory and ethical obligations to recruit employees and market to customers... [ read more ]
A common error that frontline managers sometimes make is to focus their performance improvement efforts on employees’ weaknesses, rather than focus on their strengths. But Gallup research shows that the worst thing managers can do is to ignore their employees altogether. According to Gallup researchers Brian Brim and Jim Asplund, “If your manager focuses on your strengths, your chances of being actively disengaged at work are only 1 in 100. If your manager ignores you, however, you are twice as likely to be actively disengaged than if your manager focuses on your weaknesses. Being overlooked, it seems, is more harmful to employees’ engagement than having to discuss their weaknesses with their manager.” This paper offers a summary of their research.... [ read more ]
This study, by Prof. James Oakley of Ohio State University, found a clear link between employee engagement and customer satisfaction, and customer satisfaction and profitability.... [ read more ]
Issues related to employee and customer engagement are at the top of the list of CEO challenges worldwide, according to CEO Challenge 2015, an annual survey of... [ read more ]
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The pandemic has forced global enterprises to change in ways that they were not ready for and identify new ways of working. For many organizations both large and small, wading through the pandemic is a matter of survival, but for others, the changes have been a silver-lining amidst the crisis. How have these forward-looking organizations tackled this chaotic year? How are they planning to set the global HR agenda for 2021 and beyond?... [ read more ]
Gallup Business Journal recently reported that employees who work for a female manager in the U.S. are actually more engaged, on average, than those who work for a male manager. However, only one in three (33%) working Americans say they currently have a female boss. Female managers themselves tend to be more engaged than male managers. Gallup finds that ... [ read more ]
Over the past decade or so, more and more organizations are talking about the importance of creating a culture of high engagement with their employees so they will create exceptional customer experiences. However, although employee engagement shows up as a top challenge for ... [ read more ]
In HRchat episode 166, we hear from Zahid Mubarik about HCM and how ISO Human Resources Standards could help shape the new normal of a post-Covid-19 business world.... [ read more ]
A new study by the Incentive Research Foundation, Rebounding the Recession: The Future of Incentive Travel 2014, finds that incentive travel rewards are perfectly matched to the emerging needs of today’s multi-generational workforce and ... [ read more ]
Tom McMullen, writing recently on the Hay Group blog, notes that a recent study of World@Work members found only 11% of organizations conduct a formal ROI assessment of their reward programs. However, 48% of respondents said they planned to more rigorously assess... [ read more ]
In Part 1 of this series on ISO 10018, ESM interviewed Dr. Ron McKinley and Lee S. Webster of the International Center for Enterprise Engagement at TheICEE.org on their progress with ISO 10018 Quality People Management. In Part 2, we offer a checklist that enables you to quickly determine how close your company may be to achieving certification. ... [ read more ]
A new book, The Challenger Customer: Selling to the Hidden Influencer Who Can Multiply Your Results, provides a perspective on the current B2B selling environment that’s essential reading to anyone interested in sales force and customer engagement. We put this book in the "wow" category for ... [ read more ]
Divvy Engagement has released a series of free videos to help organizations train managers on how to engage and recognize employees. The new videos are designed to demonstrate how actors can be used to help managers and employees better visualize the types of practices and behaviors that work best to engage and/or succeed in their own work. ... [ read more ]
Whatever your needs, you'll hopefully find a stat, study or survey here that will help you solidify your case and achieve your objectives. When you work in an industry that's called upon to justify its existence at every turn, data is ammunition. Experienced motivation professionals know that the right statistic... [ read more ]
Close observers of the Stakeholder Capitalism movement will note that there is much talk, but little apparent action beyond public pronouncements and donations. ... [ read more ]
The 10018 Guidelines on People Involvement and Competence were created by the ISO (International Organization for Standardization) Technical Committee ISO/TC 176, Quality management and quality assurance, Subcommittee SC 3, Supporting technologies. These standards are based on ... [ read more ]
Employee engagement and recognition: What is the difference and how this affects solution providers and corporate planners. Over the last two decades, the recognition field has become a multi-billion-dollar business with over a dozen leading solution providers and hundreds of smaller ones across the U.S. Companies spend billions on ... [ read more ]
Seattle, WA-based engagement research firm TINYpulse recently released its 2017 Employee Engagement Report, "The Broken Bridges of the Workplace." After reviewing over a million anonymous employee responses, researchers note that ... [ read more ]
Don McPherson, President and Co-Founder of Minnesota-based Modern Survey, recently noted that when people say they know and understand the organizational values of the company they work for, those people are 51 times more likely to be "Fully Engaged" than ... [ read more ]
Most leaders and organizations know the difference between a fully engaged worker and one that is marginally engaged or disengaged. The former brim with enthusiasm, they contribute ideas, are optimistic about the company and its future, are seldom absent from work, they typically stay with the organization longer and are among the organization’s most valuable ambassadors. Disengaged workers, on the other hand, are often absent (even when they are at work). They are disconnected and often pessimistic about change and new ideas. They have high rates of absenteeism and tend to negatively influence those around them, including potential customers and new hires. And the cost of disengagement to U.S. employers is estimated to be as much as $350 billion per year.... [ read more ]
Are there differences in how a computer manufacturer plans and implements an incentive program versus how a pharmaceutical company or new car dealer does? What about a commercial banking operation, insurance agency or a telecommunications company? Are there processes, types of incentives used, or other nuances that are unique to these markets? Which industries are more likely to develop their programs in-house, as opposed to securing an outside vendor? The Vertical Market Study attempts to answer these and other questions. It provides a full report on how the six specific industries planned and implemented incentive travel, motivational meetings and special events.... [ read more ]
To be successful in the evolving world marketplace, and even in their own workplace, leaders and managers must begin to understand their constituents’ state of mind, says Gallup’s chairman and CEO Jim Clifton, in this summary of recent Gallup research. Human decision making is more emotional than rational, the research suggests, and “State of mind is everything that matters to leadership: talent, innovation, entrepreneurship, creativity, optimism, determination, and all of the other things that create economic growth,” Clifton says. Successful leaders, he adds, will be those who can quantify those states of mind to better understand the emotions that cause behavior. “If you are making decisions without understanding what your constituency is thinking, you are making bad decisions,” he says. ... [ read more ]
For last year’s Summit, a research study was conducted to assess the drivers of employee satisfaction and engagement and the downstream customer and financial implications of these important employee attitudes. This research identified several unique organizational characteristics driving employee engagement, including employee satisfaction, and identified organizational communication as a key driver of employee satisfaction.... [ read more ]
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