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5 Secrets to Happy Employees
Need hard evidence on the importance of employee happiness to your firm's bottom line? An analysis conducted by The Gallup Organization found that disengaged, unhappy employees cost the U.S. economy up to $350 billion each year in lost productivity. So what is the key to your employees' happiness? CareerBliss outlines five of them:
- Movement and the perception of improvement: Emphasize your employees' individual learning and growth by encouraging them to surpass the status quo, achieve their goals, and confront challenges.
- Having a meaningful impact: Stimulate your team with inspiring and/or challenging assignments. These types of projects will not only make them feel their individual effort is key to company success, but it will also alter their perspective on the business world around them.
- Regular recognition for a job well done: Highlight individual accomplishments to increase feelings of self-worth. Public appreciation is a key driver in workplace satisfaction.
- Employees are people first and workers second: Honor the humanity of your employees by validating their effort. Valued employees are more engaged in their work and have a higher capacity to care for one another's well-being.
- Work/Life integration: Align professional and personal goals in order for organizations to maximize employee gratification and satisfaction.
Click HERE to view the full article...
Want Your Employees to Retain Information Better?
Test them.
A recent study from the American Psychological Association reports that being tested on new material helps individuals to remember new information for the long term. Although the idea of testing your employees may seem juvenile (and Inc. Magazine warns in the long run could increase turnover), testing has been proven to be an effective method in both stimulating learning and increasing the knowledge base of an organization. Click HERE to read the full article... |
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Monitoring Exceptions
Every company faces a situation whereby the policy as it is stated within their handbook gets challenged regularly, with an "exception" made seemingly more often than actually following the policy as it is stated. If this is happening in your firm then it is time to change the policy. A company whereby the exception is more of the rule than the rule itself is setting itself up for a lot of legal problems down the road.
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Interview Question of the Week
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Q: What type of information can I give out during a reference request?
A: To start this the answer to this question is typically dictated by your company's policy towards references, most of which insist that these requests get routed to whomever owns HR or, in cases where you are allowed to handle them, should result only in confirmation of title, employment dates and maybe compensation. Aside from that conventional wisdom is this day and age of lawsuits and claims with the DOL, the less shared the better. Oh, and there is nothing really "off the record" so saying something is before telling your caller the truth won't cut it.
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Legal Disclaimer
Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc. OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.
We encourage you to pass along any issue of The OperationsInc Navigator by forwarding it to friends and colleagues. |
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New I-9 Form
Click HERE for article
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3/8/13 FMLA Poster Update
Click HERE for article
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2013 FCRA Requirements
Click HERE for article
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2013 Minimum Wage Increases
Click HERE for article
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Did You Know...
OperationsInc offers Pre-Hire Testing, which enable organizations to determine whether a candidate is the right fit before they commit to hiring. With Pre-Hire Testing from OperationsInc, you'll gain critical foresight and insight into the behavioral characteristics & historical information that may predispose a candidate to excel or fall short in your organization.
We Offer: - DISC Analysis - Testing vehicle which provides in-depth analysis of the job candidate's overall skill set - a simple and cost-effective method of identifying a candidate's hidden strengths and weaknesses.
- Background Check Administration Services - Complete administration of the background check process including all paperwork, third party administration & results findings.
- Select2Perform and Total Testing - Assessment tools offering various products to help predict employee success by evaluating several core skill sets.
Try candidate testing from OperationsInc...it's the next best thing to having a crystal ball to help you determine whether a candidate is right for your organization.
Click HERE for more information.
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