Blog

According to Gallup’s State of the American Workplace report, 51 percent of the American workforce is not engaged. Why is this important? Why take the time to motivate and engage employees? That same report shows that engaged employees have a 41 percent lower rate of absenteeism and 17 percent higher productivity. Highly engaged employees are also less likely to job hop, reducing turnover. Many employees who are not engaged are simply looking for inspiration, something to motivate them to perform at a higher level.

“If you can’t measure it, you can’t improve it,” a well-known philosophy by Peter Drucker, 20th-century business management author and theorist. Whether you agree or disagree with the theory, this seemingly simple concept evoked entirely new business models and shaped corporate development. It is also the basis for nearly every HR and ERP software solution on the market today.

When it comes to improving employee performance evaluations, you must start at the very beginning of the appraisal process - Goal Setting.

Using technology roadmaps organizes corporate goals, resources, and efforts within the information technology department. The roadmap process outlines a project plan for technology initiates. Why is this important? Keeping pace with technology is a challenge regardless of the size of your organization, however, if your company is small to mid-sized, there is an entirely different set of challenges. Resources dedicated to IT projects, beyond keeping everyone functioning day-to-day, can be the biggest hurdle. Your organization may have a strategy in place for technology, but does it have the expertise to map out a short and long-term project plan?

Recruiting and hiring the right candidates involves company branding, positioning, challenging work opportunities, and offering a competitive compensation package. It is not enough to attract candidates with the qualifications, skills, and experience that meet the position description; you must also be able to land them with your company. At many organizations, there are significant efforts and energy put into personality fits and company culture tests. Put those same efforts in the offer and acceptance process. Just because you believe you have found the ‘right’ candidate doesn’t mean the candidate believes they have found the ‘right’ organization.