Today, it is about great financial freedom, learn important life lessons, finance-wise at least. But not just that, there’s more to it, something as big as pursuing your passion or as simple as breaking the monotony of your daily grind.
Now, how to get started? Is it possible to have a secondary source of income while working a regular 8-5 job? Can you do well in both and still be financially free?
How do you effectively manage employee engagement at scale?
How many leaders are truly interested in their employees? Yet, this is a key factor in building employee trust and commitment!
How do you connect with your employees, whether you are in HR or a business leader? For employees, what’s the best way leaders could get to know you more? Please share in the comment box below.
Happy Monday! How was your weekend?
Here’s something to help start your week on the bright side!
One of my first assignments as an HR practitioner was to arrange a “Thank You Day” where the leaders will go around to say “Thank You” to their staff and give them doughnuts.
It was a major hit…
…for ONE DAY.
”Happiness” died down the day after.
Engagement survey came around a few days later. The scores remained low.
They scratched their heads wondering why the doughnut event did not positively impact engagement scores. I scratched mine wondering they thought it would…
Do you have a similar experience? Would you like to share what happened?
Please read on for more on The Art of Saying Thank You in the Workplace.
What was your best employee onboarding experience?
Certainly, your worst onboarding experience came to mind, too, am I right? How was it?
The onboarding stage is when the employee joins the Company up until 6 months or one year, depending on the complexity of the Company and the employee’s role itself.
I’ve seen an instance where 40% of employees in this stage left the Company, disengaged and probably regretted their decision to join. That’s a lot of waste in Recruitment and Training (if any, that is) cost and a dip in employee morale – both that employee who left and those who were left behind, time and again.
Why is that? Can something be done?
Let’s explore these 10 Employee Onboarding Tips! 🙂
Good morning! I hope everyone is having a terrific Tuesday.
Perhaps some of you are in this similar state as with the letter sender.
Sharing with you to help pull your brilliant self back together and rebuild your “mojo.”
What’s the truth behind resignation’s reasons-for-leaving? Do you have skeletons in your attrition analysis closet? Is what they publicize always the honest reason?
Let’s explore this further and feel free to share based on your own experiences and data analytics.
Finally, this seeks to call to action. A call to action for leaders, HR and employees.