According to the Harvard Business Review, a record-breaking 10.9 million jobs were left open at the end of July 2021. The great resignation is hard to miss right now, with retention a seriously hot topic. But how has this trend manifested in the contact center space? How big is the problem in the industry, and what can organizations do to reduce attrition?
Browsing: CFO & Employee Engagement
History usually unfolds in tiny, imperceptible increments. It is a rare event that changes civilization – suddenly, visibly, irreversibly – but that is what we have witnessed over the last few years.
In an age of texts, emails, and instant message applications, you might think phone calls are dead and buried. Nothing could be further from the truth. Businesses of all sizes are relying more than ever on phones and voice communication to connect with employees, customers, vendors, and everyone in between.
Before COVID-19, organizations dabbled in remote and flexible work arrangements for many years without any particular urgency. After all, they didn’t have any reason to rush adoption. It was still very much experimental for many, and leaders wanted to take things slow.
We all have a duty to keep our employees safe and maintain secure, functional workspaces for our people to thrive. This eBook shares our five steps for keeping your workplace safe with smart digital workflows, while also achieving efficient and compliant operations throughout the reopening process.
Are you ready to zoom past the silos holding your PMOs back and create a streamlined, effective PMO organization? Learn how to:
Hybrid management allows you to combine traditional and Agile practices to best accommodate the varied project requirements and business circumstances. In this ebook, you’ll discover why you must apply the hybrid approach from the top of the organization down to the front line to optimize the performance of your business for digital transformation.
About 75% of business leaders will use roadmap planning tools by 2023, according to Gartner. With these tools, executives first determine their top strategic initiatives and stakeholders must propose projects and products that align with them, rather than the other way around. In this eBook, find out why this top-down planning approach is a game-changer and how you can implement it with ease.
For more than two decades, an agile approach to business has been the key for delivering solutions that meet clients’ needs. Now, there’s a new variation of agile: organizational agility—adapting quickly to a changing operating environment with minimal disruption. Download the ebook to learn more.
When a company shifts into survival mode — whether it’s because of uncertain economic times, big changes in leadership or mission, or even a global pandemic — creative priorities can fall by the wayside.
Research shows the most creative companies achieve better financial results than their peers. As a creative leader, you can deliver more value by building the right kind of creative ecosystem.
Be ready for what comes next. The world of work has changed, possibly forever. But if companies are able to transition to cloud-based productivity and collaboration tools, they can build for what comes next.
When COVID disrupted in-person work for many businesses, IT departments had to respond quickly to accommodate a massive expansion in remote work. Whether they already had technology in place or were scrambling to fill the gaps, technologies leaders had to adapt to fast-changing conditions. To find out what worked and how they’re moving forward, we surveyed 240 IT decision- makers across industries and in multiple countries.
It’s clear that employees and business owners have been forced to become comfortable with change. Businesses across multiple industries, including professional services and retail, have learned to adapt to new environments, shifting from in-office to remote. Now, almost a third of businesses have already returned to the office. As the landscape continues to change, business owners are being forced to manage a more complex hybrid work model.
The workplace has transitioned into a new world of communications. With more and more organizations shifting to remote and hybrid work models, the tools that once served us well are coming up short.
How could we have prepared for 2020? It was the question on the minds of many throughout the early months of the pandemic that affected every aspect of daily life. But now, we know the answer: Preparation was impossible. How individuals, leaders, and companies respond to the unprecedented is the true indication of success.
For new managers who are building or inheriting teams in today’s turbo-charged, digitally-enabled business environment, things are far more complicated than they were thirty years ago. They are also far more interesting, far more productive, and far more creative. But that doesn’t make managing a modern global team easy. Far from it. Yet with the challenges come extraordinary joys.
A diverse, distributed team adds efficiency, improves the overall chances of success for a business, and most importantly, adds another measure of resilience. And in times of crisis and uncertainty, it’s resilience that helps businesses come out stronger on the other side.
Are You Adding International team members? If a global hire is on the horizon, now is the time to study up on what you need to know. From creating a compliant employment contract, to providing competitive benefits, to managing cross-culturally, this is the guidebook to help you get started.
Employee recognition is likely the single most underutilized management and culture-building tool out there. According to a new workplace study from Workhuman® and Gallup, 81% of managers and leaders say recognition is not a major strategic priority at their organization. And yet, employee recognition has the potential to help drive connection, boost engagement, and foster belonging – all critical areas when it comes to retaining talent. Keep reading to find out how recognition that meets the mark can positively impact your organization’s bottom line.
Employee recognition programs offer employers the opportunity to acknowledge their employees for a job well done, and many leading companies have benefited from incorporating them into their company cultures, including Pfizer.A Workhuman® iQ survey of more than 3,500 workers in the U.S., U.K., Ireland, and Canada offers some revealing insights into the root causes of why employees are leaving their jobs – and a road map on how companies of all sizes can retain more of their talented humans.
Workhuman and Gallup partnered to discover the correlation between employee wellbeing and strategic employee recognition – and the resulting impact on overall company growth and success. In a large-scale study of more than 12,000 employees across 12 countries, Workhuman and Gallup found that recognition is one of the most effective and affordable ways to improve wellbeing, sparking cultural transformation and helping workplaces achieve exceptional performance.
A Workhuman® iQ survey of more than 3,500 workers in the U.S., U.K., Ireland, and Canada offers some revealing insights into the root causes of why employees are leaving their jobs – and a road map on how companies of all sizes can retain more of their talented humans.
While there may be signs that the Great Resignation is easing slightly, it’s clear the exodus of workers is a challenge leaders will have to contend with for the foreseeable future.
A Workhuman® iQ survey of more than 3,500 workers in the U.S., U.K., Ireland, and Canada offers some revealing insights into the root causes of why employees are leaving their jobs – and a road map on how companies of all sizes can retain more of their talented humans.
A consistent stream of positive interactions fuels unparalleled, provocative workplace data and human insights, and draws on your entire organization as a community – unlocking human potential and innovating people to do the best work of their lives. The data proves it, over and over again.
Research shows that growing, developing, and retaining your workforce has a direct, positive impact not only on corporate culture, but also the bottom line. Creating a culture of recognition, value, and positivity can help protect a company’s greatest asset: human capital. Keep reading to learn why social recognition is not just a nice-to-have, but a necessity in today’s dynamic workplace.
Most US full-time workers worked in person prior to COVID, regardless of their company size. 89% worked full- time in person (three or more days) before COVID. Now, the work environment is quite different, with small and mid-sized businesses increasingly shifting to a hybrid or remote work model. Having a hybrid or full-time remote work arrangement jumped from 11% pre-COVID to 39% during COVID, and that shift seems unlikely to change any time soon.
When a company needs to meet the demands of industry leaders in different sectors and countries, having the right employees is not a luxury, it’s a necessity. So, when DevonWay was tasked with relocating a valued employee from the U.S. to the UAE, a country where DevonWay did not have an entity, they had to find a cost- effective, efficient solution.
The global work environment has changed — companies are rapidly replacing traditional 9-to-5 office-based roles with a flexible, remote-first workforce. Remote work has opened the doors to hiring the best talent, wherever they may live. However, while this provides companies with new and exciting opportunities, it also comes with its challenges, one of which is managing employees in various countries.
According to the Future Forum research, 72 percent of employees said they never want to go back to the traditional way of working and expect a hybrid-remote office model going forward. Research has shown that when executed correctly, hybrid working models can allow companies to recruit better talent, achieve innovation, and build a flexible, productive future.
Did you know that 95% of managers are dissatisfied with formal performance reviews, and 55% of employees say annual reviews don’t improve their performance? Because this inefficient process is hated by employees and managers alike, HR leaders today are urgently looking for a better solution.
Walk into your local bookstore and there’s no shortage of advice for leaders and managers. Amazon offers 7,000 books about culture, 2,000 books on leadership, and more than 134 books specifically devoted to employee engagement. A Google search for books containing the term “employee engagement” returns 93,000 results. Meanwhile, the total volume of Google searches for employee engagement has risen more than threefold over the past 14 years.
As we move into a new era of work, there is one area that can make or break the success of your organization: the effectiveness of your managers. Managers are a key driver of employee engagement and business results.
Entering new markets and growing a global team is simple — with support from the right partner. A cloud-based project and team management company headquartered in Tel Aviv, monday.com, was looking to hire new team members in Brazil and Canada. However, the company did not have an entity set up there, making it complex to take the next step into a new market.
Are your teams remote or flexing to a hybrid workspace? From onboarding through global team integration, and even employee offboarding, our HR experts laid out a strategy for companies to create an engaging, rewarding work environment for their team members, wherever they may be located.
In 2019, as Reflexis (now a Zebra company) was beginning to expand its banking vertical into Europe, we wanted to deepen our understanding of any differences between the issues and challenges in North America and those in Europe.
Over the last few years, bank branches have experienced a significant amount of disruption and pressure.