Honestly Engagement Blog

Employee Advocacy: Could it be your competitive advantage?

What was the last great experience you just had to share with your friends? Did you have a mouth-watering meal at a restaurant or watch a suspenseful new movie? Usually, when people have better-than-expected experience, they want to share the story with the people around them. Particularly in the age of social media, people want to share stories that make them look good, or let people in on a new experience that they recommend.

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Budgeting for Employee Engagement

Do you find budgeting for employee engagement challenging? Well, you are not alone. As an HR professional, you regularly need to evaluate where your company’s HR spending has generated the most success, and where you can afford to save. While many human resource experts have preached the importance of creating a workplace environment where employees are motivated, fulfilled, and healthy, one question always lingers: Where do we find the money?

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20 Ideas for Rethinking Employee Performance Reviews

The employee performance review is a rite of passage at every job. It’s an accepted convention that once a year, you will meet with your boss one-on-one to discuss the quality of your work in the past year. Your strengths and weaknesses will be covered and your salary may be renegotiated. But is this the best way to inform employees of their progress? Can one annual conversation really do the job?

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Employee Engagement Begins with your Company’s Core Values

In any community, shared values are what bring people together. They let members know what’s right, what’s wrong, and what outcomes people should prioritize over others. Shared values keep people moving toward the same goal. In a way, they are the foundation of any relationship–I trust that you will behave in this way because we both believe behaving that way isn’t right. It’s true too for workplaces. While codified corporate values might seem a little cheesy now (remember the “flair” in Office Space?

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Mentoring: How Does it Work and Who Should be One?

Experience is a powerful resource that isn’t always easy to quantify. While some companies hire for potential value over previous experience, the deep knowledge gleaned from years within a role or organization is incredibly valuable. Millennials are now entering intermediate and senior level positions, and will comprise 75% of the workforce by 2025. Mentoring is one way to prepare millennial employees for leadership positions and guide them through their career development.

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One-on-One 101: A template for better conversations with your employees

When was the last time you had a frank, one-on-one conversation with your direct manager? Hopefully, it’s not hard to remember the date. While you might think that downplaying roadblocks or minimizing your concerns might impress the boss, it’s easy to forget that a manager’s #1 responsibility is to manage. That means it’s in their interest to have an honest account of what’s working, what isn’t, and what they can use their power to influence.

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Workplace Wellbeing: 50 Ideas for Healthier and Happier Employees

Successful companies are finally beginning to figure out that considering their employees as whole, complex people—as opposed to tools that perform a necessary function—is the right, moral, and profitable thing to do. Groundbreaking research into employee engagement and workplace wellbeing over the past two decades has revealed that healthy, happy employees are more productive and valuable overall. Increase the wellbeing and productivity of your employees Find out how While there is still a natural inclination in management to separate the personal and professional, in practicality, they are intertwined.

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Top 3 Company Benefits to Drive Employee Engagement

When it comes to the benefits of company perks, the recipe is usually simple. If a company has great benefits, employee engagement will rise and in turn, so will revenue. But if businesses do not offer the proper employee benefits, employee engagement can decrease resulting in lost productivity. The latter of these two scenarios ultimately costs U.S. companies $450-$550 billion annually, according to Gallup. With research to back up their initiatives, many businesses are looking to implement the right benefits to help increase company morale and, their bottom lines.

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These Three Leadership Styles Can Define a Company’s Culture

Think back to your old managers. Maybe one boss was like a strict military general who expected orders to be followed without question. Perhaps there was the boss great at being liked – but not so great at making tough decisions. Or maybe you had a manager so stingy with praise that hearing “good job” for the first time felt better than receiving a big bonus. Leadership styles vary, yet they all play a very big role in defining company culture.

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