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Posts from the ‘Employee Retention’ Category

Human Middle Managers

office-620823_1920 Today’s guest post is courtesy of our board member, China Gorman. China is a consultant, speaker, writer, and former CEO of the Great Place to Work® Institute.

If you read any business publication – print or online – you’ll know that organization culture has become a critical advantage when competing for talent today. If the CEO and her C-suite commit to organizational values that promote the value of purpose, the building of trust, and the meaning of work, as well as the commitment to create real, personal relationships with colleagues – human-to-human rather than boss-to- subordinate – there is virtually no downside from an organizational performance perspective.

The tremendous productivity gains and culture-enhancing benefits promised by putting technology to use are huge. But using technology to create more human relationships and cultures at work is irony at its finest. Is there really an app for that?

Here’s where we need to focus: if we allow technology, Big Data, and predictive analytics to make it harder – rather than easier – for us to relate to each other on a more human level, we’ll have abdicated our responsibilities as leaders and missed an epic opportunity to improve our business outcomes.

If we miss this opportunity, it will most likely be because we neglected to set our first line supervisors and middle managers up for success. We’re notoriously ineffective at equipping these folks to be good relationship builders, behavioral leaders, and approachable partners with the human business of our businesses. We focus, instead on “hard” skills development, if we invest in their development at all.

As we maximize the benefits of technology, Big Data, and people analytics, we also need to invest in developmental opportunities for all of our managers – with a special emphasis on middle managers and first line supervisors. If these critical leaders aren’t focused on creating more personal relationships with their employees – including being equipped with skills, abilities, and attitudes to relate on a human level – if they aren’t approachable, if they aren’t trustworthy, if they aren’t human, you’ll get what you’ve always gotten. My belief, though, is that what you’ve always gotten won’t be enough in 2017, 2018 or beyond. Bringing humanity into your culture through your first line supervisors and middle managers is a critical next step. But to do that will require focus and investment. Perhaps one of the most important investments in your 2017 plan.

What’s your organization doing to enable your first line supervisors and middle managers to become more effective leaders?  Are they able to coach and develop your employees?  Do they make the time to do so?

Workplace Trends for 2017 – Tweet Chat Highlights

PredictionsWe had a very engaging tweet chat today regarding workplace trends and predictions for 2017. Several members of The Workforce Institute Advisory Board, as well as other industry influencers, weighed in on some of the most critical shifts they expect to see in the workplace this year.

Missed the chat? You can view the entire transcript below (as well as here), or search via #KronosChat on Twitter. We’d love to hear what you think about this topic – tweet us using #KronosChat, or comment below to share your thoughts.

‘Tis the Season to Give Back – and Engage Employees

GiveInspiredHolidays2016The holiday season always brings out the generosity in people. This time of year just seems more magical, more heartwarming – and it inspires many of us to pause and think about how we can give to those who need it the most.

As a Kronite, I’m fortunate that the company I work for is generous throughout the year. But for this holiday season, we’ve gone a step further and implemented a program called #SixWeeksofGiving, where each week, leading up to the holidays, we work together to give back to a worthy cause. Last week, for instance, we held our annual Holiday Fair.  The proceeds from that event will benefit Community Teamwork in Lowell, Massachusetts. Community Teamwork works to strengthen communities and reduce poverty by delivering vital services to create housing, education, and economic opportunities.

“The Kronos Six Weeks of Giving program is a fun and engaging way for us to bring employees together this holiday season to support the communities where our employees live and work,” says Vince Devlin, Chief Procurement Officer and head of Kronos’ GiveInspired corporate giving program. “It’s truly a win-win for both Kronos and our community partners.”

While the Six Weeks of Giving Program is a fantastic way to give back to our own neighborhoods, it also provides an unique – and heartfelt – way to boost employee engagement. It’s giving our employees the opportunity to make a positive difference in their community, while also working together for great causes. In fact, UnitedHealth Group’s 2013 Health and Volunteering Study found that 64% of employees who participate in volunteer activities at their job said that volunteering with co-workers strengthened their relationships with their colleagues.

A corporate giving program (no matter the time of year) can also help to attract and retain employees. For instance, Cone Research found that 79% of people prefer to work for a socially responsible company, and 79% of employees think it’s important that their companies match their charitable giving.

Would you agree that a corporate giving program inspires employee engagement (and retention)? Why or why not?