Open communication culture doesn’t only entail simply updating fellow department members or managers about work progress. In order to have great communication, everyone should aim to build stronger relationships with their peers and managers across all departments.
The era of lifetime employment at a company is over.
Leaders who can find ways to maximise the time their talent spends with them can create a powerful and sustainable competitive advantage for their companies.
Besides the emotional toll of losing good people, there are significant financial costs. The US Department of Labour estimates for junior positions, this can be a third of annual salary. So to lose someone earning $42,000 a year, it would cost the company $14,000 in direct training expenses and lost productivity.
Topics: HR analytics
That question can send a chill down the spine of many young and aspiring engineering managers, and prompt a jaded sigh from old and weathered ones. “Here we go again.” “Well, we can’t” is the most common reaction. “At least not in any meaningful way”, another interjects.“Or in ways that aren’t counter productive”, someone adds. “It’s complicated.”
In an earlier post, I covered the potential of pulse survey data to unlock the secrets of employee motivation and retention. Google, Amazon, and Adidas, among others, have already reported making strides in this direction.
When it comes to creating employee engagement, 87% of organizations cited it as being one of their top priorities. An estimated 66% of companies survey their people regularly. Yet, in their 2017 global study, Gallup finds that only 15% of employees are engaged at work.
You may have already noticed it, subtle changes in your office space allowing you to concentrate more. Your boss being that little bit more concerned about your professional growth. Maybe it's also gotten just that bit easier to get your application for time off approved 2017 has seen people analytics arrive "with a vengeance": this year, 69% of companies studied have been actively taking steps to improve the way they look at people data, compared to only 10-15% before.
If managers are able to effectively analyze and predict staff needs accurately, making the office environment more productive, improving career development, and implementing human resource processes should become much easier.
The increasing adoption of human resources (HR) software has helped streamline the data analytics process and expedite “social connections” by providing management with the speed to act on these real-time and actionable insights.
With this as a strong foundation for progress, 2018 promises to have some radical changes to the HR landscape.
If you dread changing your HR software, you are not irrational. Implementing a new system in human resources often runs the risk of budget deficits and delays, as shown in this Bersin by Deloitte's research. A software vendor could promise you the moon (e.g., saving time, reducing cost and increasing productivity), yet many new technologies failed to meet business requirements.
You might find it difficult to believe, but the annual employee survey is almost a hundred years old! In the 1920s, big industrial companies began the practice of asking employees, once a year, about their job satisfaction to search for ways to improve productivity. One time a year was how frequent employee surveys were sent.