Taking responsibility for everyone’s well-being can sometimes be daunting, but good HR managers are driven and organized people who want to help companies achieve their goals and employees reach their potential.
This article aims to understand what well-being is and how to implement it efficiently so that you or your employees feel a lot more engaged at work. What are the key issues to consider when addressing well-being and engagement?
Do we live to work or work to live? This is a question that many of us ask ourselves. Most work-life balance discussions focus on employees – what they can do to set their own boundaries and priorities.
Employee happiness and development have a significant impact on how engaged they will be in their job responsibilities. What are the main tendencies among employees in recent years that every employer should know?
If we imagine that the company is a big boat, but the employees are its rowers, then less than a third (about 30%) are very engaged and active rowers doing their best, half are rowing but not being productive and psychologically connected to it (not engaged) and approximately 20% want to leave the boat and are looking for somewhere else to row (disengaged).
Many teams often think that their employees are engaged without really understanding whether this is the case. Here’s how to really understand what’s going on in your company and make sure your team is fully engaged.
If the process is simple, consistent, and efficient, it will make a good first impression for new employees and help keep the best team members in the company.
In recent years, we can see an increase in gamification elements being implemented in various businesses, events, and programs. How and why to implement them in business, is what we are going to try to make out today.
