Employee recognition programs are a process by which positive employee behaviors and achievements are celebrated and rewarded. To create a values-based employee recognition program, organizations should decide on their company’s core values and incorporate them into performance reviews.
Though the hard and fast definition of company culture has many variations, common threads are woven among them all. At its foundation, company culture is a set of shared values and behaviors that determine employee workplace interactions.
Talent development is the commitment to offering employees opportunities for growth and learning that are strategically aligned with the organization’s mission and vision. The purpose of these development efforts is to increase productivity, improve employee engagement, and ultimately produce better business results.
An individual development plan (IDP) is a documented career guideline created by employees and managers to help employees grow and reach career goals. IDPs are adaptable and intended to grow with the employee throughout their career journey.
Employee engagement is defined as the level of enthusiasm an employee feels toward their role and workplace. Delve deep into the realm of employee engagement with this comprehensive guide, which provides indispensable tools and insights to comprehend its intricacies within your organization.
This blog emphasizes the importance of the manager-employee relationship through best practices like ongoing accountability, coaching, and development. These include frequent and documented one-on-one meetings, performance check-ins, utilization of the Performance-Values Matrix, and individual development plans.
The natural tendency for leaders amidst challenging times, like industry disruptions or economic downturns, is to focus attention away from internal affairs and toward external noise. In reality, the opposite response is best. Continually investing in the talent you already have, and perhaps even amping up that investment, will keep morale high, engagement steady, and company culture healthy.
The eNPS has been a highly sought after metric since its inception in 2003. In recent years, it has evolved into its own identity, integrated into onboarding programs, yearly surveys, and more. But what exactly is it and why should we strive for a higher score?
Leading organizations identify, coach, and reward high-performing, potential, and value-fit employees. These same organizations coach the employees in the middle, while managing out consistently low-performing, potential, and value-fit employees.
