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Gamification - Get the job done by adding an element of fun!

Posted by Rick Presley on March 27, 2014

In the classic film Mary Poppins, a very astute Michael Banks calls the cheeky nanny “tricky” when they begin the game “Well Begun is Half Done" a.k.a. "Let’s Tidy Up the Nursery.” In reply, Mary Poppins says, “In every job that must be done, there is an element of fun. You find the fun, and - SNAP - the job's a game!”

Although fifty years have passed since this sentiment was uttered, it’s certainly still relevant, especially in today’s workforce. Organizations need to train their associates and promote changes in behavior. But how do you get your employees excited about learning? How do you revolutionize their learning experience? How do you create a learning experience that’s not only informational, but fun and highly engaging?

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Topics: Talent Management

Recruiting and Retaining the Best for Your Frontline

Posted by Carl Draves on November 7, 2013

The associates on your frontline are vital to your company. They represent the organization to your customers and to other stakeholders. So how do you find the best people for these positions, and once you find them, how do you retain them?

How to recruit the best

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Topics: Talent Management

Motivated to Stay

Posted by Della Martin on September 19, 2013

The economy is finally picking back up, albeit slowly.  An unfortunate consequence of this improvement is that more employees are apt to leave for “better” opportunities now that more opportunities are available to them.  Also unfortunate is the fact that your best employees are the ones other employers will consider most attractive.  All these factors can result in a critical loss to your business of human capital right when you need it most to meet increasing business demands.

So how can you enhance your chances of keeping the “keepers”?

You already know you need to pay competitive wages and offer a competitive benefits package. These factors are important, but can be quite costly. Of course you can always retain employees by providing them with such a high level of pay and benefits, they can not afford to leave. With increasing global competition, unsustainable increases in health insurance costs, and decreasing margins many businesses are finding it more challenging to just “throw money” at the problem and few can provide “golden handcuffs” to retain their top talent.  Besides, although not offering competitive wages or benefits can be a significant dissatisfier, pay and benefits rarely satisfy employees for a significant period of time. We human beings just tend to “up” our standard of living, expectations, and “want” list; there’s always more and better “stuff” to be had.

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Topics: Employee Engagement, Talent Management, Professional Employment Organization

Leadership and Ego: Impact on any organization

Posted by William Hutter on September 10, 2013

There are different definitions of ego. It could mean a sense of one’s self, an over inflated opinion of you, or we could discuss the Freudian idea as in part of the mind. But for this brief exploration, we will be pursuing how the sense of one’s self can impact any company.

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Topics: Talent Management, Change Management, Leadership Development

Dissatisfied but Engaged Employees?

Posted by Della Martin on August 12, 2013

Really?  Is that even possible?

Years ago we used to measure Employee Satisfaction. We asked about employees’ satisfaction with many different aspects of their work life including: pay, benefits, training, supervisors and managers, coworkers, the work environment, tools, equipment, and supplies, how much fulfillment they derived from their work, etc. We even asked them how pleased they were with parking and the cafeteria food. We believed that happy employees led to happy customers, which, in turn, led to business success. Not any more.

Now we want to know if employees are engaged. Are they engaged in meeting and exceeding customer expectations?  Do they think and act like someone who has a stake in the success of the business? We concluded that employees could be exceedingly happy with their job, while contributing very little and riding the “gravy train” as long as possible. We basically quit asking employees how much they liked their job or certain aspects of their job and started asking them “How committed are you to doing whatever it takes to get the job done?”

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Topics: Human Resources, Employee Engagement, Talent Management

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