Originally posted on the Hogan Assessments Blog on January 25, 2017 Coaching high potential employees to find impact, challenge and meaningful relationships at work can help create stronger motivation, commitment, and retention. If identifying high potential employees is the most important talent management challenge that companies face, it’s arguable that creating a compelling career for high potentials comes in at
By: Patrick Hyland, Ph.D., Director of Research and Development “We need to conduct a pulse survey.” That’s the request we keep hearing from clients and prospects. In recent years, a number of organizations have started thinking about replacing or supplementing their annual employee survey with short quarterly, monthly, or even daily pulses. Based on our observations, this pressure to pulse
Observations from the HCI Employee Engagement Conference (Denver, Colorado, USA) It was a pleasure to attend the 2016 HCI Employee Engagement conference this July in Colorado. More than 400 attendees joined industry experts from across the world to discuss the latest trends in employee engagement research and practice. I wanted to summarise the three key points that I heard over
by Lewis Garrad and Christopher Oh So many organisations strive for highly engaged teams. But looking at engagement data, it’s common to find teams with glowing employee survey results and serious performance issues. High turnover, poor customer satisfaction ratings, and a strong desire to avoid change of any kind – these teams seem to say everything is ok but clearly
By: Adam Pressman, Managing Director, Americas Over the last 5 years, we have seen a significant increase in the use of technology to allow people to communicate with one another on a more frequent basis. The use of virtual collaboration tools, employee message boards, instant messaging, and on-line employee feedback systems have become more prevalent in most companies. But have
Originally published in Talent Quarterly Article by Lewis Garrad & Patrick Hyland, Ph.D. March 2016 Most people think of employee engagement as a relatively new concept but in truth it has appeared in academic literature for more than 25 years since William Kahn at Boston University coined the term in the early 90’s. In his first paper he wrote about
This post first appeared on HQ Asia: http://hqasia.org/insights/problem-gut-instinct-and-intuition There seems to be no shortage of evidence to tell us that the way we work is transforming. Some have even gone as far as to say that the changes we are seeing now are even more dramatic than those that occurred during the last industrial revolution more than 100 years ago.