Let’s face it, most of us spend more time with our coworkers than at home. It’s no surprise then that romantic relationships can form beyond 9-5 small talk. While common—41% of respondents in our Love @ Work survey indicated that they have engaged in an intimate relationship with a coworker— these relationships can quickly enter murky territory. Things get particularly sticky when romantic relationships form between a manager and a direct report—which can have an impact on employee morale and put the company at compliance risk.
Employee engagement surveys are a great way to gather employee feedback that can help improve culture at your organization. When using employee surveys, it’s important to have comparison data so you can track how you’re doing over time.
In 2016, Lauren Melton joined Ellevation Education as the Vice President of People Operations. As the company’s first HR hire, she worked closely with the CEO to develop an employer brand strategy. “We used to joke that we’re the best company to work for that no one has ever heard of,” says Lauren. So, when she suggested building out Ellevation’s employer brand presence, she had full leadership buy-in. To start, Lauren worked with her team to develop a thorough and redesigned employee handbook and then did the unusual—published it on the company website.
In the last couple of years, a new wave of digital disruption swept through businesses in nearly every industry. In 2017, Amazon opened its first supermarket without salespeople in Seattle. McDonald’s decided to replace all of its cashiers with self-serve kiosks, and Caterpillar now invests in driverless tractors.
Quality of hire has long been considered the “holy grail” metric for recruiters. Though the methods used to build the metric typically vary by organization (and rightfully so, given how unique organizations are), the objective remains the same: understand how well the hiring process is working. Historically, quality of hire has largely been the responsibility of talent acquisition teams—but it’s time for all members of the HR team to reap the benefits of this rich metric.
We’ve all heard the “employer branding” buzzword. But what does it actually mean?
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The world of work is constantly evolving. For employees, experts predict that finding a job will be simpler than it was a decade ago. Since employees have so many job opportunities in front of them, it’s even more crucial to understand exactly what job seekers are looking for this year.
Senior leaders are critical in any organization. So what happens when they leave? A recent leadership shakeup at the Consumer Financial Protection Bureau (CFPB) brought this question into full focus. When top-level leaders come on board, companies hope they will go the distance. However, we know this isn’t always the case—especially in high-growth companies where needs are ever-changing.
With the holidays around the corner, presents and vacation are top of mind for children and adults alike. However, tasked with planning a company celebration, HR may not be as excited as the rest.
At any stage of a company’s growth, exit interviews are crucial for understanding why employees are leaving your company. Obtaining honest feedback can help you identify points of friction that need to be addressed in the workplace. However, when employees leave, emotions and tensions may run high—making exit interviews particularly tricky to navigate.