Today’s employees want to know and feel that their work matters…regardless of what generation they fall into.
Stereotyping continues to be a persistent factor in evaluating individuals for new jobs, new assignments, promotions, and compensation – and this can cost companies money. When the wrong people are given jobs or responsibilities based on unfounded assumptions about individuals based on their gender, ethnicity, or other demographic status, productivity decreases and top talent goes elsewhere. Companies lose their competitive edge. Yet...
Usually one of these 10 motivation killers will find a way to sneak up on your happiness (or your employee’s happiness) and kick it right to the floor.
Even in a data-obsessed era, your company is ultimately driven by human opinions.
You are probably thinking, “Maybe I should not have an Employee Handbook?” That is the wrong answer for a very simple reason.
To retain high-potential employees, the conventional wisdom is deceptively simple: Identify, develop, and nurture them. By paying special attention to the very best people, they will stay with the firmand eventually emerge as key leaders. But translating this into action is much more difficult. As the former head of executive development at GE used to tell me, “There’s a difference between doing it and really doing...
…it’s very important to ensure an independent contractor fits the tests for contractor status. A new Colorado case provides some important guidance on this subject.