In August, Kronites packed 890 backpacks for Citizen Schools – a non-profit organization that partners with middle schools across the United States to expand the learning opportunities for children in low-income communities. Over the next few weeks, these backpacks will be delivered to students at Browne and Wright middle schools in Chelsea, Massachusetts. Several Kronos customers and partners donated items for the bags, including Justice, Cognizant, Workforce Insight, and The WFC Group.
Here at Kronos, we are passionate about our Give Inspired initiatives. As a company, we believe it’s important to give back to our communities. For our employees, it gives them an opportunity to work together on an objective that has deep personal purpose for many.
It’s no surprise that Kronos’ Give Inspired program has our employees engaged. Last year, WeSpire conducted a survey on “The Evolution of Employee Engagement.” The survey found that 50% of respondents were interested in becoming more involved in their organization’s volunteer, sustainability, well-being, or social responsibility programs. 71% of employees under the age of 30 expressed a desire to be more involved.
While corporate social responsibility helps to engage (and retain) your current employees, a solid program can also help attract top talent. According to a 2014 Nielsen survey, 67% of employees prefer to work for a socially responsible company.
Ping pong tables and free snacks are nice, but many employees are looking for a way to give back. Whether your organization strives to support its local community or a more national (or even global!) cause, giving your employees the opportunity to get involved is quite the workplace perk.
Tell us: Does your company focus on social responsibility? Share your feedback in the comments section below.
We had a very engaging tweet chat today regarding what workplace topics and issues will be the most prevalent in 2016. Based off of The Workforce Institute predictions for 2016, we had quite a few thought leaders weigh in on what they think will be most critical in the coming year – especially when it comes to subjects such as millennials, benefits, recruiting best practices, and employee engagement, to name a few.
You can view the entire tweet chat below (as well as here), or search via #KronosChat on Twitter. We’d love to know what you think, and what your predictions are for 2016. Tweet us using #KronosChat, or comment below to share your thoughts.
Today’s guest blog is courtesy of Kelly Dynan, a Kronos intern from Marist College who worked with the Corporate Communications team this summer.
Since 2013, Kronos has hosted its own an internal Intern Kronolympics event at the conclusion of the summer internship program. This year, we took the event to new heights by inviting five other leading Greater Boston technology companies to compete in the inaugural Summer Games: Battle of the Interns. We also teamed up with the Mass Technology Leadership Council (MassTLC), who provided referees, scorekeepers, and a master of ceremonies for the day’s events, which featured challenges designed to test the brains and brawn of 90-plus interns over a series of team competitions.
Despite Boston pulling out of the 2024 Olympics bid, you’ll see from Kelly’s post that the spirit of competition is alive and well with the next generation workforce…
July 22, 2015. 12pm. Tryouts. All of the Kronos summer interns gathered around the green space outside of the cafeteria. Kerri and Nicole, the heads of the intern program, explained the rules of the obstacle course that stood between us and becoming a member the elite Kronos Summer Games team.
With almost half of Kronos’ 80-plus summer interns vying for the 15 available roster spots, the competition was fierce. We were forced to race down a stretch of grass via crab walk, answer a trivia question about the company, and then move on to a water balloon toss in rapid succession. The whole event was timed, with seconds added on if you missed a water balloon bucket or incorrectly answered the trivia question. Although I was horrid at the water balloon toss, my main time was enough to grant me the 15th spot on the team.
Talking to my friends outside of this internship, they were shocked that Kronos was taking this so seriously. (READ: “You actually had tryouts?!?!”) However, it wasn’t surprising to me. In fact, I was expecting it. Kronos as a company is high-performing, innovative, and ambitious, and the interns are no different.
August 6, 2015. 1pm. The day of the competition was here. The Kronos team was decked out in our orange shirts, orange bandanas, and eye black. We sized up our competition from the other competing companies: Acquia, Constant Contact, Epsilon, HubSpot, and MathWorks.
Six Greater Boston tech companies matched the talents of their interns against each other in a competitive day of brains and brawn.
The first event was an obstacle course; consisting of a hula hoop pass, pony hop, and hot lava. The hula hoop pass went easily, and the pony hop was hilarious to watch – see for yourself in the highlight video. The trickiest challenge, however, was the hot lava game – where each team of 15 was given nine 10-inch ‘stones’ to get their entire team across the 25-yard long ‘hot lava’ without touching the turf. Our team went with a unique strategy, having everyone pair up in piggyback formation to move across the dots (And although we weren’t the fastest team, we definitely looked the coolest). All in all, we finished fourth after the first round.
Knowing that we needed to step up our game up, we regrouped and headed into the water balloon and corn hole tosses with fresh mindsets. 96 completed tosses later, we stormed into the lead and were one of four squads to make it to the semi-final round.
For the semi-finals, we had to do a unique word unscramble . In front of each team was a ball pit of approximately 300 balls, with some of the balls containing letters. The MC provided a clue over the PA system for the word (or words) we were supposed to spell. The horn blew and the competition began as the four remaining teams sprinted to their ball pits. While searching for all the balls with letters on them, we also had to figure out the answer to the question as the MC provided increasingly easier clues. What seemed like a pretty easy task turned out to be quite complicated for Team Kronos. Due to a simple lack of communication, we did not finish in time to advance to the finals (we couldn’t find one of the Ls needed to spell the answer: Kendall Square).
For the finals, Acquia and Epsilon battled it out in a tug-of-war competition, with Acquia taking home the gold in a best-of-three challenge. The event organizers tried to make it interesting after the first pull by asking the anchor on the Acquia team a trivia question that would have eliminated him from the competition – but he answered the question correctly and was allowed to compete in the second tug-of-war game, which Acquia swept 2-0.
As much as I hate losing, I can only have a sense of accomplishment after surviving the first Battle of the Interns. And of course our team learned a valuable lesson about just how important proper communications is at a successful company like Kronos.
In the end it was a great day filled with competition, fun, and networking. This event was the perfect way to end my time here at Kronos.
The 3rd book in the series published by The Workforce Institute at Kronos cleverly introduces nine common workforce management pitfalls as seen through the eyes of frontline employees Bob and Bobbie. Through a collection of practical ideas, innovative practices, and tips on how to win with your employees, you’ll learn how to unburden your workforce, put the best team on the field, and help your people do their best every day through continuous improvement and innovation. Written by some of today’s most respected leaders in workforce management, HR, and HCM, It’s All About Bob(bie) is a how-to guide for creating a virtuous cycle of employee engagement, customer satisfaction, and bottom line success in your 21st century workplace — for everybody from the frontline workforce to the CEO.