Sentences with phrase «much more employee»

I want to see much more employee - engagement and more varied representative boards — including many more women.

Not exact matches

«Employees are much more likely to work hard if they understand how their individual efforts affect overall revenue growth, profits, and other measures of success.

By making employee interactions common, you can more easily build a much needed sense of community in your office.

An employee who feels supported by their boss while free from micro-management will be much more effective in their role.

Employee compensation is much more than just the direct amount that you pay an eEmployee compensation is much more than just the direct amount that you pay an employeeemployee.

Employees can use this same service to book days off, find out about their company's bonuses, obtain information regarding an IT problem and much more.

While you may find it relatively simple to motivate in - office employees, it's much more challenging to stay on top of remote workers.

These assumptions are wrong, and it's time we pay as much attention to the mental health of organizational leaders as we do their employees — if not more.

The public outcry from an environmental disaster such as an oil spill or violating the pay laws of your employees will cost your business much more than the expenses of being socially responsible.

If your employees are praised for their hard work, they are much more likely to continue working hard and be more productive in the workplace.

In fact, employees have come to dread them so much that more and more are trying to work from home or looking for other jobs.

Normally, a firm with several years of experience should have more expert employees, who can help in generating high quality and effective outputs with minimum time.Once again thank you so much for this post.

Because the outdoor gear retailer discourages staff from working more than 50 hours a week and tends to attract active, fit employees, «my hunch is sleep deprivation isn't as much an issue here,» says public affairs manager Tim Southam.

According to Harvard Business School research rooting out a toxic employee from your team will actually save you more than twice as much as hiring a superstar will earn you.

«But also we've found the hiring process is much better if you've got recruiters embedded within the company and they're much more proficient in telling potential employees about some of the benefits and the way the company works and really playing up the positive aspects rather than just saying, «OK, here's a list of five companies that are hiring at the moment; we're happy to make intros to you.»»

In many cases, companies spend far more than $ 13,000 on employees» insurance, yet those workers could only bank that much lower limit.

Finally, her employees are so much more productive that Gilbert is convinced that her new comp system is the reason the business has survived.

Nonetheless, while employees are becoming more confident that their jobs are safe, it is uncertaint just how much their jobs will change.

Doing this right early on will save much more time down the road, in both better performance and happier employees.

But when you reclassify employees, you have much more to consider than just simply the financial aspects.

«What we see in the Valley here is there's so much pressure on companies to bring in more perks, more benefits, more unique types of offerings to retain and recruit employees,» Maass said.

Before OTS, «buyers were more in control of what to bring in and how much to bring in,» a Whole Foods employee said.

«We have so much opportunity in front of us, our biggest challenge is to get more employees like we have,» he notes.

All posturing by a boy who was not much more than an employee in a print shop in Philadelphia.

«It's also a much more professional experience for the employee.

Just how much, if any, of this course - correcting for consumers (read: lower prices) comes out of employees» hides (read: lower compensation, less training, a more oppressive pace) remains to be seen.

Transparency provides extremely strong alignment between employees and their employers and allows social media to be a much more powerful tool that truly impacts a company's bottom line.

Use a program that allows employees to see company time off policies, holidays and how much PTO they have available so they can remain informed to manage their time off more effectively.

Allow your employees to turn «have to» into «want to,» because that transforms a job into something much more meaningful: an outward expression of each person's unique skills, talents, and experiences.

Next lowest is HP's Meg Whitman, whose cash compensation of $ 535,335 in 2013 was just six times as much as the average HP employee's — $ 84,500, followed by Warren Buffett, who earned $ 485,606 in cash in 2013 — nine times more than the pay for Berkshire Hathaway employees, who make, on average, $ 56,900.

This is much more effective than an «entitlement economy» where employees are only interested in getting paid for showing up.

I would say probably the most — one of the areas that changed the most is that there was a much more of a hierarchical focus in companies as I was entering the business world than today where we see much more of a flat structure, a more egalitarian structure and the reality is that the employees of today are looking for that.

Perhaps this is too much information sometimes, but our employees see each other as unique people, not just cogs in the machine, and work more creatively and collaboratively together.

WorkWave prides itself on its employees, providing much more than competitive salaries, 401k matching and healthcare programs.

Customers can sense when employees are having fun and enjoying their jobs — and this attitude is contagious, which hopefully causes customers to spend much more time shopping.

Delegating empowers your employees, and an empowered employee is much more likely to engage with customers and coworkers, problem solve, turn in work that exceeds expectations and offer their opinions.

Employees who enjoy coming to work are naturally much more invested in the wellbeing of the company than employees wEmployees who enjoy coming to work are naturally much more invested in the wellbeing of the company than employees wemployees who don't.

It costs much less to retain employees than it does to replace them, which makes the need for engaged employees even more important.

They seldom have much impact, and are often more likely to hurt low - level employees than CEOs or shareholders.

Moreover, a motivated employee is always willing to contribute more for the good of the company, even putting much longer hours when necessary.

It's natural to assume that employees who have a literal stake in the company are that much more willing to go the extra mile for you, and it could be the icing on the cake that seals the deal.

A January study of more than 2,000 adults in the United States by Clarizen and Harris Poll discovered some employees would much rather watch paint dry (17 percent), commute four hours (12 percent) or endure a root canal (8 percent) than attend a boring meeting.

And from Connelly's standpoint, she adds, the contribution structure rewards long - time employees in a way that's much more tangible than bragging rights.

When given the choice to define their wellness priorities, employees are much more likely to participate and these incentives will help form lifelong healthy habits.

The Trump campaign has been directing so much business towards the web company that Giles - Parscale announced in June that it was planning to bring on around 100 more employees to deal with the increased demand.

(It's interesting to note that Joe went from spending too little on infrastructure and too much on employee overhead to a complete reverse — spending more on infrastructure and less on employees).

Typically, Kauffman focuses much of its research on startups, but its recent index delves into the lives of businesses that have existed for five years or more, and have 50 or fewer employees.

H.P. (HPQ) is a sprawling company with 300,000 employees globally, making the split just that much more difficult.

Entrepreneurs love babies as much as anyone (and are just as understanding of the stresses of new parenthood), but they're also more likely that corporate bosses to lack the money and manpower that makes losing a key employee for weeks or months anything less than terrifying.

«Foreign workers applying to jobs are much more nervous about the process, and even our existing H - 1B workers are worried that they will be kicked out of the country,» she adds, noting that one employee is considering working from Europe as opposed to the U.S. — a move Phone2Action would support.