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.
Companies can only reach their full potential when their employees are engaged.
The Essential COVID-19 Employee Support Survey Template Is this pandemic taking its toll on your employees?
Stuck for what to say in a performance review for an employee? Read our sample paragraphs across 10 different performance categories to help kick-start your writing process.
As the global pandemic moves past the half-year point, the “new normal” has really become the new normal. The novelty of Zoom meetings has faded into routine. The initial spark of motivation to power through the COVID-19 situation is starting to dwindle, too, and we’re now exiting the honeymoon phase of remote working.
Exit interviews provide organizations with a wealth of information about their operations without forcing them to spend a ton of money hiring consultants to assess business processes and company culture.
By Brooks Holtom, PhD and David Niu, CEO of TINYpulse When COVID-19 took hold in the U.S. and 42 states and territories issued mandatory stay-at-home orders, we commenced a massive work from home (WFH) experiment. In the short term, the benefits were obvious: employees working from home were safer, they saved time and money by not commuting, and many organizations were pleasantly surprised to find productivity did not suffer as much as they feared. However, some leaders wondered about the hidden costs. Specifically, Satya Nadella, CEO of Microsoft, shared,
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Lori Li
