An infographic from Salesforce found that employees are motivated by much more than money. Despite the fear of the unstable economy, employees who don’t feel satisfied are not afraid to abandon their current employer for the opportunity to work for a company who places greater value on recognition and engagement.
According to Erika Andersen, contributor at Forbes, high performers “leave an organization when they’re badly managed and the organization is confusing and uninspiring.”
The Portland area has been a flagship in the United States when it comes to sustainable or green environmental practices. Many people make it a personal goal to have less of a negative impact on the environment. Employers as well continue to make it a priority and many more are catching on. Such efforts can also contribute to organizational culture.
Molly Kelley, PHR, Human Resource Business Partner at Xenium HR, joins the Human Resources for Small Business podcast for a conversation on “Improving Organizational Culture through Employee Satisfaction Committees.”
In a blog post featured at Ragan’s HR Communication, the “Motivational Manager” provides readers with a few steps to take towards greater employee engagement. The first suggestion, “tell a story,” offers unique advice for preserving company culture and encouraging employee engagement.
In “General Conflict: Millennials in the Workforce,” an article found at Refresh Leadership, James C. Price expands on the issue of “generational friction” in the workplace. This friction, Price notes, can be especially prominent between Generation Y and Baby Boomers.
In an article for the Water Well Journal by Alexandra Walsh, vice president of Association Vision, Walsh provides a number of human resource tips for small businesses. Among them are great snippets of advice such as “make your employees feel valued” and “communicate, communicate, communicate.”