Sentences with phrase «all about employees»

I think your assertions around the key variables that impact workforce productivity are spot on.One of the other variables I would like to contribute is in relation to the employees themselves, as you also talk about employee engagement when referring to staff morale.

Unless you're saying great things about an employee Tweeting nicely at them directly, keep the work politics to a minimum.

A few companies in the Journal article seem to have found some creative ways to get around this, using the data they've vaccuumed up to enable new insights about employee health.

A particular emphasis is on «people analytics,» as data about employees has become more important than ever.

When managers and supervisors know basic facts about their employees, this helps build morale in the office.

And managers no longer have to make educated guesses about an employee's performance.

Then, start asking whether the employee has the necessary tools to complete his or her job and, finally, begin asking about an employee's strategic goals.

This is where technology has changed the game so drastically — employers, and everyone else, are far more likely to find out about employees» off - duty behaviour or comments, and the behaviour or comments are far more likely to damage a company's reputation.

Experienced entrepreneurs seem to have the same advice about employees who aren't doing what's best for your company: get rid of them as soon as possible.

Because many employers these days hesitate to give out information about an employee, you may want to have the applicant sign a waiver that states the employee authorizes former and / or current employers to disclose information about him or her.

Caring about employees is culture.»

As for Dowden, he encourages managers to cultivate a sense of genuine curiosity about their employees by talking with them.

Although I did not focus aggressively on wellness in the past, it wasn't because I failed to care about my employees.

This is especially concerning for some in the context of China's emerging «surveillance state,» but there is also a chance that companies could abuse the private information they have about employees.

Because they care about their employees?

We care about our employees» physical wellness.

I've done my fair share of listening to managers (many of whom are former clients) complain about their employees and losing good people, which adversely affects their ability to perform well.

Chevron shows it cares about employees by providing health and fitness centers on site or through health - club memberships.

Sixty years later, we have a sprawling and bloated system, where the extra employer layer adds billions of dollars of cost and empowers employers to make intrusive decisions about their employees» healthcare.

Managers must ensure victims that they have an open - door policy, that they care about their employees and want to know what's going on with the team, and that they are willing and committed to talking about it if it happens, quickly and openly.

Whether the employee simply has a knack for always saying the worst possible thing or the behavior puts your business at risk for a sexual harassment claim, it's important to do something about the employee as soon as possible.

RS: After that day I began thinking a lot more about employee fraud.

Loneliness might have multiple causes on the national level, but for accounting software company FreshBooks (full disclosure: I'm a happy customer), the root of their concern about employee disconnection was a happy fact of startup life - their head count was growing wildly.

Here's the key takeaway: You can learn a lot about employee happiness from seemingly frivolous (but incredibly potent) questions.

Managers complain about employees who don't get to work on time, can't do simple math, can't run a register — or even worse, misfits who lick taco shells, bathe in the utility sink or do unspeakable things to the nachos.

I think we're learning things now about employee engagement that we'll soon be able to teach to businesses across the globe.

By making the conversation about the employee's goal, your critique lays the groundwork for a welcome conversation instead of a confrontational one.

Its interface is focused on making data (such as time off, benefits and personal information) about employees easy to search and accessible by both the HR team and the employees themselves.

If you are worried about an employee taking a lot of sick time, there's a right and wrong way to ask about it.

According to the AP, which first reported on the letter, that cache of data on government workers «contains up to 780 separate pieces of information about an employee.»

Clearly, the supervisor was more concerned about rigid adherence to accounting practices than about employee initiative.

The message was clear - the company cares about customers; the company cares less about employees.

If you think about the employee everyone loves at your job, they most likely possess the skill to inspire people around them.

But according to legal website Nolo, some states require employers to provide certain information about an employee, so make sure you're aware of the rules.

Although thinking about employee needs sounds simple, it's a task that's often overlooked.

«ESL is a unique place to work because the Board and senior management truly care about the employee experience.

We hear about employees being let go all the time over things posted to social media that violate a company's policy.

It is clear to everyone on the team that he cares about his employees as individuals and is personally invested in both their career opportunities and general happiness.»

We should always be thinking about employee compensation.

«You're not going to find another company in the Syracuse area who cares as much about their employees and success of everyone and the business as Terakeet.

«Baird is unique in the sense that they truly care about their employees and invest time in energy in both the recruiting process and the associates once they have joined the organization.

«Management actually listens to and cares about employees.

The company owner cares a lot about the employees and customers, and each year the company makes a small but healthy profit and continues to march on.

Because they care about their employees, not just as workers but as people, outstanding leaders instinctively go to the person struggling and say, «I know you can do this.

Every time I say this, people always asked me if I am worried about employees making mistakes.

Howard made it a priority to know about each employee, about their families, and about their personal goals.

What about the employees?

This organization cares about their employees which in turn feels like every employee adds value to the organization's success.»

But when most employers start talking about employee engagement, they think of Silicon Valley's classic ping - pong table lounges and catered on - site meals.

Small - business owners offer health benefits for a variety of reasons: they're genuinely concerned about their employees being taken care of, it's mandated in their state or they want to be more competitive to attract top talent (a large majority of employees consider a health plan to be the most important benefit they can be offered, according to a survey by the National Business of Group on Health).