Step one, straight forward and simple... If you want to make your customers love you, make it ridiculously easy to contact you or your organization. Facebook, Twitter, Live Chat, LinkedIn, websites, blogs, instant messenger tools… need I go on? With so many social platforms, there is no excuse to not make your organization easily accessible to your clients, customers, and colleagues.
Topics: Customer Loyalty
Every year, we list a run-down of the most popular blog posts published by Workplace 101 during the last 12 months. In no particular order, these posts are ranked by views and social shares by our audience. Thank you to our 21,000 subscribers, writers, and our many guest bloggers for another wonderful year of talent management, HR, and leadership content.
Guest blog by Richard Madison, Brighton School of Business and Management
"Our ability to work together is profoundly impacted by our emotions."
Emotional intelligence (EQ) is the ability to be aware of, to be able to name, and to be able to manage your emotions, as well as to be able to understand the emotions of others around you. It also takes into account the ability to relate to others in effective ways, both personally and professionally, across a wide range of contexts and roles.
Building a company of top performers is the goal of every organization. However, you can’t develop and promote your “star players” if you don’t have a reliable way of identifying them or comparing them to the workforce as a whole.
Gratitude can be defined as the quality or feeling of being grateful or thankful. What seems pretty simple can be a powerful tool in your personal and professional life. Gratitude allows us to deal with failures and losses, as well as to stay focused on our goals and the positive aspects of our lives.
With Thanksgiving season upon us, it seems timely to take a look at how recognition and gratitude can dramatically impact the workplace.
Guest post by Karen Burke
Managing successfully is not just about numbers; it is (more importantly) about people. While statistics and KPIs (Key Performance Indicators) are important metrics, meeting them is made possible by empowering the team. The managers who truly understand this often have six habits that contribute to the success of each individual on their team, the team as a whole, and themselves as the manager:
The true and terrifying legend of the scary staffers. A little spooky infographic fun for the upcoming Halloween.
Company culture has become much more than a buzz word in recent years. In fact, “the term “company culture” has seen an astronomical rise in use since 1980, due in part to publications…as well as companies’ recognition that culture has a direct impact on how happy and healthy employees are, and how well they perform.” According to research from Great Place to Work, “Companies that build great workplaces also improve human physical and mental health and lifespan, and unhealthy work environments cost society $130 billion." Factors such as control over one’s work, managing work/life balance, perceptions of fairness in the workplace, etc., directly impact employees’ health. When these factors aren’t managed well, employees are much more likely to experience mental and physical health problems. What an employee experiences every day—i.e. a company’s culture—is essential to much more than employee engagement and reducing employee turnover.
Guest blog by John Bishop
I don’t want to be the skunk at the picnic, but…..due to the changing workforce demographics, within five years your current employee turnover will likely double.
You may be thinking, “Not our company. We’ve been proactive and updated our job descriptions, installed a new employee tracking system and revised our onboarding procedures.” That’s all necessary, but it’s not enough. You’ve worked on the procedures side of hiring. What are you doing for the human side of the equation?
When we talk about big data, we often refer to science, finance, and consumer business. But big data can be much more useful when it comes to HR (Bersin calls it People Analytics) and talent management. Think about it: there are about 160 million workers in the US—how much can HR really know about what drives performance in the workforce? Without big data, the answer is “not very much.” For a specific example, let’s apply big data to managing sales talent, as in a case study presented by Josh Bersin for Forbes.