Employee Engagement

November 18, 2016

Executives in a meeting room

The phrase "Do as I say, not as I do" doesn’t apply in the workplace. Employee performance is a reflection of the executive team and their performance as leaders. If employees are consistently not performing at the level or standard that management expects, it might be time to review the performance of management by asking some targeted questions:

  • Have they made the organization’s mission and expectations clear?
  • Have they helped employees align their goals alongside the businesses goals?
  • Are they giving regular feedback and engaging in two-way communication?

Engaging and motivating employees starts on day one. Expectations and individual goals should be made clear on the first day so there are no misunderstandings later down the road. The organization’s mission should also be made clear on day one, so employees know what they are continually working towards. Without a clear mission, employees can lose direction and their performance can suffer.

November 9, 2016

Chris Lennon

BirdDogHR’s Chris Lennon recently contributed an article to Home Business Magazine about when and how often you should provide your employees with feedback.

According to studies, if employees are offered quarterly assessment and feedback, they are 45% more likely to have above average performance. So why aren’t more companies offering regular feedback? Most would say it’s an issue of scheduling but Lennon has some ideas on how to work around the hurdles that many employers face so that your organization can cut turnover rates and increase employee engagement.

Check out the full article here.

October 20, 2016

BirdDogHR Collaboration icon

Retaining new and seasoned employees not only rids you of the cost of higher, but will increase productivity in the workplace. Collaboration technology will help you do just that. This technology promotes effective communication which is one of the most important skills a person can possess. Best practices and specific information is all stored in an easy-to-access centralized system. Employees and employers can find information or collaborate with a colleague from any location whether that be the office or on vacation.  Collaboration technology has been able to reduce email volume by 30% and increase team efficiency by 15-20% (Source).

Organizations that have implemented collaborations technology have seen employees empowered to communicate with peers in an open forum while also promoting online learning. The seasoned employees can become mentors for new hires. The new hires can learn from their mentors mistakes and successes. Organizations that haven’t implemented collaboration technology have found that their employees spend around 9 hours a week search through their email or the internet for information.

August 5, 2016

Young man wearing glasses smiling at coworker

The time for adaptability is now, adaptable to the changing workforces and those in it. Millennials are entering the workforce in great numbers which will only increase with time. In fact, the quest to name the next generation, the generation that is expected to succeed and surpass the Millennials, has already begun. You can either run from it or adapt.

In March of 2015, MTV surveyed 1,000 children born after December 2000 to find a name these children wanted to associate themselves with. With 544 different options, the unofficial next generation name was chosen. The Founders.

August 3, 2016

Smiling woman in a flannel shirt

Knowing new hire needs can be difficult when all you have to go off of is interviews and applications. New hires want to make a good first impression, but the first few days of employment are a two-way street. You should impress them just as much as they should impress you.

With an automated onboarding process you can ensure compliance and excite new hires for their future role within your organization. Automated onboarding starts with a paperless process that reduces data input error and gets employees into their roles faster. An automated onboarding process saves time and shows your employees what a modern organization they are working for.

July 5, 2016

Young man smiling at co-worker

First impressions have always been important, but the first impression your new hires gets of the company will most likely determine if they continue working for you or not. According to a SHRM study, half of all senior outside hires fail within 18 months in a new position and half of all hourly workers leave new jobs within the first 120 days. An effective onboarding process is the key to impressing and engaging new hires on day one.

An effective onboarding process starts with a 100 percent paperless process. This reduces the time it takes to fill out new hire paperwork, reduces the chance for data input error and ensures compliance. Plus new hires will see that your organization is modern, while getting into their role faster.

After quickly getting them through the paperless process, immerse them in the company culture. Show off the values, goals and the vision of the company, while making expectations explicit. They should know what they are working towards and what is expected from them right from the start.

June 21, 2016

Three smiling office workers

Leadership styles of executives dictate the outcome of operational success. A positive leader engages employees and motivates them daily. A negative leader impacts turnover and leaves employees feeling defeated. What kind of leader are you?

A leader that acts as a mediator enables employees to produce their best work through collaborative relationships and consistent feedback. A mediator’s leadership style acts on behalf of a larger group. They make employee needs a priority and are able to create a productive environment. Positive leaders get organizations put on “Best Places to Work” lists, while employees compete to work under them. Good leadership can be felt throughout the entire organization. Open two-way communication decreases misunderstandings and boosts morale. Employees feel that their work is impacting the success of the company and want to develop their skills as a result.

June 8, 2016

Group of people standing together

Companies are no longer just striving to create a product or service that is better than the competitor. In this shifting people management environment they must create a work environment that is better and more fulfilling for the employee. Poor company culture makes employees feel undervalued and increases turnover, while positive company culture does just the opposite.

When a meaningless company culture is in place employees, new and old, feel unwelcome, undervalued and can’t see the impact of their contributions. Company values should be emphasized through continuous management feedback and reinforcement; if not, success is disconnected and employees can feel defeated. With countless jobs available, top talent doesn’t have to endure a negative or disjointed company culture. Applicants are now solely seeking out businesses that make the “Best Places to Work” lists.

May 17, 2016

Young woman holding tablet

Everyone likes to be positively acknowledged for their work, and nobody likes to spend time and energy working on a project only to be told to start over. Timely feedback can reward work or allow check points to ensure a project is on track. Managing employee performance is one of the most critical challenges any organization will face. If the core of your company isn’t performing well, you need to understand why and be prepared to give specific developmental feedback. Implementing a performance management program can help your company track employee performance and the fulfillment of goals while maintaining a high level of employee engagement and motivation.

Performance management allows employers to understand strengths and weaknesses of the overall team. This holds each member accountable for their actions and work, while allowing you to have complete faith in their ability to help the organization stay competitive in the changing marketplace. Annual performance reviews have become a thing of the past as they ineffectively gage employee work and performance. Performance management isn’t a yearly score; it’s an ongoing conversation and coaching with a strong focus on employee engagement.