Companies around the globe are feeling the impact of COVID-19 and are instructing their employees to work from home or even laying off part of their staff. As schools are closing, some through the end of the school year, many remote employees will have to parent their children and support their education as best they can. (Here are some educational resources for working parents during this time).
“Gratitude is the healthiest of all human emotions. The more you express gratitude for what you have, the more likely you will have even more to express gratitude for.” — Zig Ziglar
It’s common to “take stock” of our personal and professional goals. We may take the time to evaluate how we performed against our own goals or resolutions, year-end reports and performance reviews can evaluate how we performed against professional goals, and we can evaluate our programs, vendors, and customer/client experiences as a way to measure progress against organizational goals
We’ve been discussing the content from our latest ebook — “Go From Data to Direction: Defining an Employee Engagement Platform for the Modern Workforce” — over the past week. So far, we’ve covered the three challenges facing employee engagement today. Today, we’ll discuss what features you should expect from your employee engagement solution. Let’s jump in!
In the hospitality industry, employees make or break the guest experience. And while it may seem common sense, it needs to be said: Asking employees to treat guests better than they’re treated themselves isn’t a road to a quality customer experience.
10 guaranteed, foolproof, effortless ways to take care of your employee engagement and company culture once and for all. Or not.
Maritz Motivation was once again honored as the giant category winner of St. Louis Business Journal’s “Best Place to Work” Award. Today we are highlighting one of our employees, Leah Harwell, who helps make the culture so special.
In major league baseball, it’s not uncommon to see a team, saddled with a regretful contract, trade an established player for next to nothing, trying to get dead money off its books and onto someone else’s. Addition through subtraction, as it were.
The larger the team, the harder it is for an employee to be singled out for individual praise. And, not coincidentally, the easier it is for an employee to hide from being singled out for individual blame.
“If you want one thing too much, it’s likely to be a disappointment,” declares Augustus McRae in Larry McMurtry’s Pulitzer Prize-winning Lonesome Dove. “The healthy way is to learn to like the everyday things, like soft beds, and buttermilk…a sip of whisky of an evening…”