Things are pretty exciting here at NetSuite TribeHR. We’re working on next generation HCM software that is truly awesome. On a daily basis we engage with fascinating businesses around the globe. We’re regularly hiring interesting and talented new people. Soon we’ll be too big for our current space, so a move to bigger and better digs is also in the cards.
I’d have to say that there is a definite positive energy happening. Work is a lot of fun these days. Not that it wasn’t before. I’ve just noticed a bigger and better buzz lately. When I take a look around and try to pinpoint why, I realize it’s not any one thing. It’s a bubbling stew of people and activities and ideas.
There’s a lot going on. As best I can tell, here are some of the factors contributing to our increasingly enthusiastic hum.
Every day, we’re working on something useful and adding value. Progress is visible and tangible.
We have a bunch of amazing and interesting people to work with.
Regular onboarding of new people means lots of paired programming, which quickly brings new people up to speed and helps us get to know them better, faster. Since we also ask new hires to identify something they can improve in the on-boarding process within the first 30 days (and then improve it), everyone is collectively invested in enhancing the on-boarding experience for new hires. This creates a lot of positive energy and makes us want to refer the next hire.
Maybe because everyone “owns” on-boarding, new hires jump right in and get involved right away.
The fact that things are getting a little crowded around here has actually led to a cosier environment and fostered more collaboration.
And when our cosy environment gets a little too close for comfort, we blow off steam at a company event, like two recent trips to Wonderland and an upcoming potluck!
In addition to regular work activities, people are involved in a number of personally motivated projects for causes they support. We have one group working on a project to support the local food bank, while another group is raising funds for Habitat for Humanity. Not to mention a team ice-bucket challenge that just raised over $1,600 in support of ALS research. At TribeHR, we believe in community, both internal and external. (Watch our ice bucket video here! https://www.youtube.com/watch?v=bC_x4DMfJZI)
When all else fails, treats and baked goods brought in by team members make the office a sweeter place. We find that shared food (lemon bars most recently), solves a lot of problems!
Whether it’s the lemon bars, trips to Wonderland or our communal approach to process improvement, we’re having a lot of fun at work these days. We’re also getting a lot done. Some people, like author Ron Culberson, believe it’s impossible to be truly successful unless you’re having fun. We think he’s on to a good thing.
NetSuite TribeHR, the social HRMS that’s fostering a more engaged workforce.Try it free today!
Employee engagement has to be the #1 HR buzz phrase for this decade. How do we get employees to plug in and turn on at work? How do we foster the level of emotional and mental connection with the company and the job that allows them to put forward their best efforts, and love doing it?
In their efforts to compete and achieve sustainable growth, employers offer everything from foosball to catered lunches and unlimited vacation to keep employees happy. Sometimes it works and people shine and companies win awards for being great places to work. But sometimes it doesn&rsquo
Employee Engagement is Intrinsically Social
We know that employee engagement is both important and also woefully low in most organizations. Despite all the resources put into traditional engagement initiatives, the needle still isn’t moving. Why?
The problem with traditional engagement efforts is that it is viewed as the domain of managers. Meaning, let’s give data and leadership training to front-line managers, and they’ll do a better job of engaging their workers.
That’s a good start, but it doesn’t tap into the most powerful force for engagement: the workers themselves.
Wikimedia Commons, Public domain
Absenteeism occurs when an employee misses work intentionally, creating a habit of taking unscheduled time-off for a variety of reasons, legitimate and otherwise.
Common Causes of Absenteeism
Bullying and harassment – Employees who are bullied or harassed by coworkers and/or bosses are more likely to call in sick to avoid the situation.
Burnout, stress and low morale – Heavy workloads, stressful meetings/presentations and feelings of being unappreciated can cause employees to avoid going into work. Personal stress (outside of work) can lead to absenteeism.
Childcare and eldercare – Employees may be forced to miss
Last week, someone shared a very powerful quote with me. It was attributed to Maya Angelou, American author and poet.
“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
I’ve been thinking about it ever since. Although deceptively simple, Angelou’s words have the ring of truth about them. As a quick test, think about these questions: What do you find when you flip through your mental scrapbook of memories? Who and what do you remember in your
The time for year-end holiday celebrations has arrived.
Having heard of (and witnessed) a number of employee flameouts at past festivities, I thought this would be a good time to restate the fundamentals of office party etiquette.
The company holiday party is a time to celebrate, but it’s also a business function and it pays to keep that in mind. Here are a few tips for making sure that this year’s holiday party brings only good things your way.
Drink alcohol in moderation (or not at all if you’re driving).
In the United States, Thanksgiving is not just another day off. For many, it’s their most anticipated holiday; the time of year they head home to connect with family and friends, wherever home may be.
Time Off and Peak Travel
Historically, many companies have given employees a “four day weekend” for Thanksgiving, with both the Thursday and Friday being paid days off. This practice is generally reflected in the public and institutional sectors as well. Some employees further extend this extra-long weekend with vacation entitlements (and the occasional convenient sick day).
Apparently, most employees use this
The simple answer—we can’t!
Ceridian recently released their Pulse of Talent Survey. The survey deals with rewards, feedback, and motivation, with regard to generational differences in the workplace. In the category of Communication and Expectations, the survey found that “performance feedback is critical to ensuring job satisfaction and employee retention”.
Unfortunately, the survey also revealed that, in 2012, only 54% of respondents had a formal meeting with their boss to discuss their job performance.
Furthermore, only 10% of the sample was promoted in 2012. Of those promoted, 72% were not told why. Overall, the survey found that only 1
Committed to company goals?
Today’s holy grail of management and business performance is employee engagement. Everyone is being told to focus on forging the emotional connection and commitment to mission that results in high-performing employees and exceptional shareholder returns. Companies who have achieved a high level of employee engagement are reaping the rewards in tangible, bottom-line results.
But how much engagement can we realistically expect from employees?
The answer to that question is elusive and depends on a number of factors:
How committed is your leadership to employee engagement?
Do your employees feel heard and respected?
Employee engagement is on everyone’s mind as the Gallup’s recently released study, the State of the American Workplace demonstrates that 70% of the American workforce is disengaged. The Towers Watson 2012 Global Workforce Study found similar results globally, even in the face of increased efforts to cultivate employee engagement in recent years.
In spite of its apparent elusiveness, employee engagement is worth pursuing. Gallup estimated that “active disengagement costs the U.S. $450 billion to $550 billion per year”. The study also concluded:
“Organizations with an average of 9.3 engaged employees for every actively disengaged employee in 201