In the real world, there is rarely enough time or information to make a reasoned decision, and even if there were, there is no pre-defined formulae to solve the problems we have.
One of the biggest issues with how we manage and engage our employees is the fact that we measure managers on everything except engagement.
…”HR professionals waved the employee engagement flag without understanding how engagement and motivation work.” – Cathy Missildine
Someone needs to speak for *humans* in the organization, and they should know what they’re talking about.
People need to be trusted, valued, and given the resources they need to do a great job, including being paid fairly for their work. If you can’t do that, you don’t have a business.
In the real world, there is rarely enough time or information to make a reasoned decision, and even if there were, there is no pre-defined formulae to solve the problems we have.
2.8 million people quit their jobs in September of this year, which is the highest level since 2008. Is there a way to stop the bleeding?
All HR departments are busy. Whether the busyness is focused on the correct objectives is another question.
There is a power balance in the branding and recruiting game. When marketers, recruiters and managers forget this, things tend to turn sour.
HR professionals often compare their job to herding cats, but if you worked for Her Majesty’s postal service a few decades ago, you might have meant it quite literally.
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