This eBook is for the employer who is interested in building a robust and successful employee referral program. Covered in this eBook are tips and advice on: What employee referral programs mean for business Three essential elements of any successful employee referral program Easy, inexpensive ways to get your employees involved Potential pitfalls and how to avoid them Download your free copy today! Request Free!
In this summary you will learn: Why your organization’s new strategy will fail if your employees are not engaged with it What six obstacles impede employee engagement What are the six best ways to engage employees Why “strategic engagement” is a process, not a series of separate, stand-alone actions Why you should read The Art of Engagement Organizational leaders spend considerable time and effort carefully developing strategies to advance their corporate goals. However, they often fail to communicate these strategies compellingly to their employees – the people who must execute every step. Therefore, it is no surprise that most such strategies fail. Management consultant Jim Haudan recommends a strategy-sharing approach using visuals, metaphors and stories to engage employees. He offers tactics for getting them on board to execute your strategy and organizational directives. One negative: Many of the illustrations (reductions from original table-size artwork) are busy and even fuzzy. Some feature tiny text, which illustrates – in the breech – Haudan’s point about using clear visuals to communicate and engage. Otherwise the book is superior, very insightful and nicely written. Haudan uses case studies to demonstrate the effectiveness of his employee engagement process. getAbstract believes leaders can benefit from learning his tactics for communicating strategies so employees understand them, support them and actually implement them. About the Author Jim Haudan is co-founder and CEO of Root Learning, a management-consulting firm. Request Free!
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The Art of Engagement: Bridging the Gap Between People and Possibilities – Free Book Summary
Employee performance feedback. It’s supposed to be the foundation for performance, initiative, motivation, growth, and success. Too often, however, it backfires: producing decreased performance, damaged relationships, and lowered morale. Why? “Transforming Employee Performance Through Effective Feedback” exposes the 8 most common mistakes leaders, executives, managers, and supervisors make when giving employee performance feedback. It then goes on to reveal: A proven six-step method for producing positive performance. The single most deadly word you can use with an employee. How to collaborate effectively with your employees to see change happen. The secret to keeping your key employees working at maximum productivity. … and that’s just the beginning! If you want to turn your staff into a team of all-star performers, “Transforming Employee Performance Through Effective Feedback” is for you! Request Free!
From Fortune-500 companies to work-from-home entrepreneurs, balancing everyone’s hours as well as their pay should be the last thing keeping you from sleep. Outsourcing your HR can not only guarantee your employees are paid on time, but also ensure that benefits, vacation hours, and all the other intangibles of employment never slip through the cracks. This step-by-step guide offers you answers, tips, and tricks – as well as their no-obligation Payroll Service price quotes from their pre-screened and industry-certified vendors. Request Free!
Managers, influenced by the “employee empowerment” buzz of the late ’90′s sometimes place too much emp
hasis on insisting that ALL employees exercise more power, discretion and decision-making in their jobs. The result can be the appearance of indecisiveness on the part of managers, and a desire, on the part of employees, to be “left alone” to do their jobs within a more limited scope. Learn how to avoid this common error on employee empowerment.
As a result of the encouragement of management gurus in the late 1990′s empowerment became a state of affairs of value in and of itself. While having employees capable and willing to make decisions and act on their own is a good situation, some managers have taken the concept too far.
It’s scary. Just plain scary. A person who’s identity I have removed – a an HR person/trainers said about employee rankings and ratings:
On 11 May 2004 at 21:23, edllarena wrote: