 |
…there’s no evidence anywhere in the world, in any institution of management science, that existing massive employee evaluation and rating processes are effective.
|
6 |
 |
Culture determines your brand – how employees and customers view your company.
|
31 |
 |
…if your employees don’t know your organization’s purpose, they will leave.
|
31 |
 |
While overall compensation is still extremely important to nearly half of younger employees, it is less important than opportunities to learn and advance, the quality of their manager, and having interesting work.
|
40 |
 |
The goal of onboarding should be to introduce foundational elements that employees can build on throughout their career…
|
50 |
 |
To become ‘one of us’ and to be productive, employees must know themselves. But organizations almost always overlook this crucial step.
|
51 |
 |
Offering strengths training shows you care about developing your employees and demonstrates that you’re interested in their long-term growth.
|
52 |
 |
Most employees get a sense of the demands of their future job during the recruitment process. But too often, reality doesn’t match what was advertised.
|
52 |
 |
New employees need to feel like they belong. They need to know that their superiors and peers accept them.
|
52 |
 |
…employees who have an opportunity to learn and grow a work are twice as likely as those on the other end of the scale to say they will spend their career with their company.
|
53 |
