Whether your traditional programs and tactics need a simple revitalization based on best practices or because you’d like to revolutionize them so you can engage employees, as an HR or employee communications function, we have the unique opportunity to turn everyday transactions into employee interactions — to transform everyday tools into relevant to how employees live and work. All employees interact with an organization through a cyclical process: from the time they start thinking about you as a potential employer to when they become an employee up through when they leave.
Hiring the right person for the job is the most important thing you can do to ensure your company’s success. When you consider all of the things that go into replacing a bad hire, the costs can quickly add up. From productivity loss and theft to lost customers and workplace stress, it’s more important than ever to make sure you get the right person for the job. EBI looked at the cost of a bad hire in this infographic.
Guest post by: Jessica Thiefels
Does your company do awesome things for its employees? Weave these perks—and the stats that support their benefits—into your job listings and ads to make a more powerful case for why potential employees should consider your organization. After all, we’re quickly becoming a data-driven society, and sometimes the numbers and expert opinions speak louder than you ever can.
I am not an analytics person. In fact, I barely passed statistics in college. But the world is awash with data. From optimizing supply chains to understanding customer sentiment; from tracking the spread of contagious disease to predicting churn – data and algorithms have given us incredible leverage in business and in life. Although the field of business analytics was born in the 1950s, it was only in the last decade that we saw an exponential increase in our ability to capture data, analyze it, derive insights, and take timely action. Always-on data and predictive intelligence are transforming how we view the world and how decisions are made.
Not too long ago, the conversation of choice, for me and most other internal communicators, was how to better engage employees through more effective communications, onsite events and employee town halls, employee opinion surveys, and collaborative technology.
My typical work day: Arrive. Work or meetings for roughly 4 or 5 hours. Rush down to grab lunch before the cafeteria closes. Scarf down food at my desk within 10 minutes. Then back to work and meetings for another 4 or 5 hours.
Sound familiar? If so, you’re in good company.