Nearly a decade ago, I convinced my wife to sell everything we owned, stuff the rest of our belongings in storage, and buy one-way tickets to New Zealand when our daughter was 10 months old to take a careercation. While living out of two suitcases and visiting six countries, I was inspired to start TINYpulse with the simple idea that happier employees make happier parents, partners, children, ...
Diversity, Equity, and Inclusion (DE&I) efforts have really accelerated and taken off in recent years. In a 2021 survey of over 400 human resources managers, over 50% rated DE&I as a top priority for their organizations. Furthermore, our research surveyed over 1,000 employees corroborates this trend, and 73% of respondents shared that their organizations are committed to diversity.
Employees who were hired during the COVID-19 pandemic are struggling to get connected in the social fabric and culture of organizations in ways that may not be easily observed. This cohort is providing 34% less peer recognition than their counterparts from the previous year. What’s more, they are 20% less likely to acknowledge company values by tagging values to the recognition they do provide.
A primary concern among employers is managing employees’ workload. A recent report by Limeade found that 40% of employees cited burnout as a top reason for leaving their jobs. Increased contact between employers and employees due to advances in technology and the pandemic stripped away the barriers between work and life. Stressed-out folks with a poor work-life balance are more likely to leave their jobs — tanking your employee retention rate.
Measuring employee engagement at your organization can be complicated and often the results don’t give you enough data or detail to take action and create impactful change.
Does power lie in the hands of employees? In today’s job market it does, and leaders must address the causes of attrition to retain their workforce. Employee loyalty is hard to earn but ultimately the key to business success.
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