Engagement & culture | Page 109 (1,162 items)

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...

Employers need to stop viewing engagement as "being nice" and start to see it as a way to genuinely drive commercial returns, says RedBalloon CEO and founder, Naomi Simson.

The GFC has caused many baby boomers to rethink their retirement plans, creating opportunities for employers to benefit from their unique knowledge and experience for longer - if they can keep them engaged - says Nola Charkos, corporate consultant for ipac consulting.

There's employee relations risk any time you switch from a seniority scheduling module to something more progressive. And that means you don't take risks that alienate average performers. Kind of stinks for the high performers, doesn't it?

Given that 63% of Australian employees are not fully engaged at work it is not surprising that they are looking for a distraction. Close down Facebook, Twitter, MySpace whatever you will not see an increase in productivity...

The economic recovery will hit employers "like a tsunami", says human capital consultant Anthony Sork. Employers acting too late to stop the exodus of their workers must focus on attaching and on-boarding their replacement recruits.

There is no reason why creativity, innovation and problem-solving skills shouldn't be included in the everyday skills taught in every workplace, says organisational psychologist Dr Amantha Imber.