Check out this guest post from our friends at People-Doc with 3 ways HR can ensure a positive digital employee experience.
The employee experience is a new buzzword that has gained rapid recognition from Deloitte, Forbes, PWC and industry leaders like Airbnb. While everyone is trying to implement their own employee experience strategy... do we actually know what it means?
We spoke with 4 companies about innovative ways their HR departments are redesigning traditional processes to fit the employee experience. From recruitment to leadership development these companies are putting their employees first and creating an engaging culture in the process.
Net Promoter Score® or NPS® was developed as a means to measure customer loyalty more quickly and accurately. Attracting a high number of customers is great in the short run, but loyalty is what will help your company grow exponentially in the long run. What is only recently being realized is that HR departments can also use NPS to gauge employee loyalty.
One of the main causes of active disengagement is micromanagement. When employees are micromanaged, it kills professional development. However, when leaders effecively foster an environment of accountability and autonomy, companies experience an upsurge in engagement levels.
So finding out how engaged your employees are and, most crucially, why they feel the way they do, is key to building a successful business. But what questions should you ask to find out how your employees really feel?
Now you know why employee engagement is important, here's how to find out how engaged your team really are at work.
Employee engagement. You’ve undoubtedly heard the term before. But what is it, really? And why does it matter?
If you want to know if your employees are engaged, why not ask them? However, sending out a survey is not as simple as it sounds. Design your survey process to get maximum participation and real answers with these six tips:
Today one of the key challenges most companies face is being able to scale rapidly while still keeping their innovative startup edge. Startups have less decision-makers making it easier to take the risks needed to remain as innovative as possible. This begs the question do you have to stay small to be innovative?