Employee engagement is a term banded around a lot with countless experts and businesses sharing advice on how to improve things. StaffCircle included. Better communication internally can make a huge difference in aligning your employees with a common purpose and making them feel valued. However, from our recent research, perks and benefits are just as important. And we’ve built an infographic to show you.
The use of OKRs is no longer saved for the Silicon Valley set. In case you missed it, OKR (Objectives and Key Results) is a tool that helps to create alignment and engagement around goals that are, most importantly, measurable. OKR rose to a fever pitch in popularity as heavy hitters such as Google, Linkedin and Airbnb instituted the performance management framework into their operations. As companies both large and small begin to implement the OKR framework into their performance management toolkit, many savvy organisations are drilling down on the benefits of visualising performance.
HR and Ops are no strangers to acronyms but in our opinion some are far more important than others for achieving business success. One such acronym that is on our radar a lot here at StaffCircle is OKR. In this post, we’ll tell you why you should be embracing it (if you aren’t already) and how to make it work effectively for you.
The global job market is tighter and more competitive than it’s been in decades. The fight for talent in certain key areas of business such as technology, engineering, finance and analytics are at a fever pitch, making recruiting and retaining employees in these disciplines a mounting challenge. Organisations both large and small are struggling to fill their talent gaps and constantly looking for creative ways to attract and retain the A-team that can guide them toward success.
GP Bullhound, the leading technology advisory and investment firm, has released its Technology Predictions 2019 and they make very interesting reading.
What with all the Christmas party gossip, mince pie eating and rush to use up remaining annual leave, December can be one of the least productive months of the entire business year. And after a week off work celebrating Christmas and New Year, the 2nd of January can be a real struggle. Here’s how to get your staff back at their best on the first working day of the year.
If you are still using your Microsoft Office Suite as the main tool to help you administer and track performance appraisals with your employees, you are doing your organisation a disservice. The problems with using the wrong tools and administering Manager’s One2Ones incorrectly are far-reaching with profound implications for your company’s employee relations. In fact and so much so, that many businesses are choosing to do away with appraisals altogether. The reasons for the trend are clear, but it may be a classic case of throwing the baby out with the bathwater. The truly innovative enterprises are not throwing the Manager’s One2One out but rather changing things up to make them effective.
A perennial challenge for companies across industries and the world-over is maintaining a positive level of employee engagement. Of course, this poses an ongoing and widely-acknowledged challenge but this achieving engagement can get harder as companies scale. The basic facts don’t lie about how much employee behaviour and engagement levels matter.