Employees who are overlooked at work are twice as likely to be actively disengaged as those whose managers focus on their weaknesses, research by Gallup has found.
Employers should not react to "every whim" of the younger generation, but they cannot "hold fast to the old and expect emerging generations to conform" either, says social researcher and commentator Mark McCrindle.
When the economy does recover, the floodgates will open at certain organisations and they will lose their intellectual capital. But that is not the scariest part. The scariest aspect is that that there are companies right now that do not realise the bad shape they are in with their business. They blame their ills on the economy. My question for those organisations is... You may have the bodies, but how many souls have left the building?
If you are keen to develop your business or organisation into one that is build on bricks not clicks, that is built on hard work not a good lurk, and have a strong vision for the future, here are seven strong foundations to develop your cathedrals for the future...
As an increasing number of baby boomers find themselves caring not only for children and parents but grandchildren as well, the NSW Equal Employment Practitioners Association (NEEOPA) is urging employers to reassess how they manage and support their caregivers.
Women are "hungrier" than men for mentoring, a survey has found, but employers can increase mentoring participation among both genders if they tailor the way they articulate the benefits.
So, here's the bottom line. I know there are lots of employee relations issues related to telling talent they're a part of the succession plan, but you have to do it. You have the plan (at least partly) for them.
To avoid being left with poor performers, employers must take stock now of the valuable talent likely to jump ship when the employment market picks up, says the national director of psychometric consulting company SHL, Stephanie Christopher.
More than half of Australian employees would accept working fewer hours in their next job if it offered greater stability, and nearly two in five would take a pay cut, a national survey has found.
The first step to being an effective manager is to like people. And be truly interested in them. If you're a manager and don't like people, perhaps you're in the wrong job. Business is a people game...
The laws around engaging casual and contract workers have changed drastically this year. Understand how this affects your organisation by attending this HR Daily webinar.
It's always important to review and update employment contracts, but this is especially so following the raft of legislative changes over the past year. Watch this HR Daily Premium webcast to learn key areas to look out for.