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Building a New-Hire Buddy System for Remote Onboarding

When it comes to employee onboarding, the buddy system is one of the most reliable tools HR has at its disposal. Done well, it facilitates an immediate personal connection between new hires and the wider organization, and in the long term it can help drive employee engagement and improve time-to-productivity metrics. Such measures are especially critical in a work environment shaped by COVID-19, with many new hires spending their first days and weeks isolated at home.

Unfortunately, most buddy systems are not set up to support the current work-from-home reality. So what can HR professionals do to adapt their existing programs for remote hires?

 

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New Ways to Show Gratitude at Work

Employee experiences may never return to what they were before COVID-19. But with a post-pandemic future still undefined, it will be some time before any “new normal” can be established. In the meantime, employees must continue to adjust to new safety protocols and other stressors in the workplace or continue to adapt to virtual work at home.

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Closing the Confidence Gap

Thanks to HR talking about the skills gap for over a decade, companies are now working harder to address it. Yet despite these efforts, skills gaps continue to have a significant impact on the business world. A recent global survey conducted by Cornerstone People Research Lab (CPRL) found that investments in L&D, though helpful, are insufficient.1 Although employers and employees worldwide recognize the importance of skills development, a confidence gap exists: employers feel optimistic about their ability to keep up with the rapidly changing skills economy, but employees are uncertain. Mike Bollinger, the vice president of strategic initiatives at Cornerstone and current manager of CPRL, discusses how companies can overcome this confidence gap and build more dynamic, more resilient workforces.

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Data-Driven Employee Retention Techniques

After a company puts in the hard work onboarding its new employees, it would be a shame to see them walk right back out the door in less than a year. Unfortunately, that’s exactly what can happen if managers and team leaders don’t make an effort to keep employees happy beyond the onboarding lifecycle. The following three retention strategies can help companies boost employee engagement and keep team members satisfied throughout their (ideally, lengthy) tenures.

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3 Ways to Engage Employees More

Employee engagement has been a hot topic for the better part of the past two decades, but there seems to be confusion as to what it actually is. First, consider what it is not:

  • Employee engagement is not employee motivation.
  • Employee engagement is not employee satisfaction.
  • Employee engagement is not two employees deciding to get married.

Rather, employee engagement is a combination of how connected employees feel to their workplaces and the level of effort they put in as a result. Engaged employees stand apart from the typical worker in their ability to go the extra mile, bring passion to their projects, and help bring their organizations' mission to fruition.

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DISCLAIMER: The information contained in these articles is intended to provide useful information. It is published with the understanding that the publisher is not engaged in rendering legal services. For specific legal advice, please consult your attorney.
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