How has the recession affected the types of benefits organizations use to keep their top performers?
What kinds of benefits are organizations finding to be most effective at boosting retention and employee engagement, especially during the recession?Read More
Most material I've read says that supervisors should say thanks for a job well done. What happens when the efforts of an employee are not good? I don't to want to say, "Good job, but …" and list the all the areas that need improvement. What could I do to start the performance conversation (constructively)?
We want to compensate and recognize engineers who work long hours and shift work due to the commissioning and start-up of new plants. We don’t pay overtime at their level, so we want to devise a formal measure of recognition. What kind of recognition scheme is appropriate or is used most often in such cases? And how do we go about developing it?
What is the No. 1 HR metric we should be reporting to our CEO?
—The Most Important Thing, product manager, software/services, Quebec
One of the chief "head-scratchers" for me is developing a worthwhile employee incentive program. I believe in them and know they are important, but because each employee is motivated by different things, it is difficult to come up with one that satisfies all. Which is more motivating: group or individual incentives? And what is good starting place for each? Thanks.
How do we go about grading our employees properly and objectively?
When properly executed, employee recognition programs and rewards can go a long way in inspiring employees, especially during difficult economic times.Read More
Rewarding employees goes beyond pay and benefits, especially in a tight economy where pay raises are still averaging 3 percent. ‘Rewarder’ companies, which are repairing cultures and striving to enhance cooperation at all levels, are outpacing their competition when it comes to engaging the workforce.Read More
'Organizations should focus on communicating how their philosophies were developed and continuously benchmark their scores on pay satisfaction to remain competitive,' says Ashley Nuese, director of marketing and sales services at Chicago-based HR Solutions.Read More
We have an internal recognition program that focuses on individual efforts. This recognition provides highly public praise at multiple levels for those who exceed expectations or show extraordinary effort, plus a small monetary incentive.
Since our company is facing some important staff changes, we have to look for a new approach that recognizes team goals rather than individual. What points should I consider?Read More