GiftCard Partners Blog

Wellness programs are almost a requirement of employers’ benefits packages these days. Health and wellness has become such a large component of employees’ lives that employers have gotten increasingly involved in. But how can you measure your wellness program success? Here are three tips to ensure you can execute and measure your wellness program successfully by focusing on outcomes, accountability, and return on initial investment.

The top three challenges Human Resources departments across America face right now are employee turnover, employee engagement, and succession planning. All three present interesting challenges, but can be overcome if HR leaders take on the challenges with creative solutions. Let’s take a look at how HR departments can change their views on these issues to ease concerns in the new year. Consider these three New Year’s resolutions from your HR department in 2016:

High risk consumer touch points can be risky for retailers. Customers are gained and lost when high risk touch points are not taken advantage of and result in negative consumer experiences. What LoyaltyOne's new study shows is that high risk touch-points get even higher risk when certain demographic segments are at greater risk for negative brand interactions.

Scaling your business can be challenging. It can affect everyone from the executive management team to the most junior employee.
Growth and scaling can provide instability, lack of faith in leadership and employee turn over. All of these events can have a negatively impact your business. Here are a few tips on how to
scale successfully for your employees and your business to provide stability and success.

The employee suggestion box may seem like an antiquated concept. Who is going to drop a crumpled up piece of paper into a box, or send and email to an anonymous email address? With that attitude, no one. However,
Hugh Molotsi, VP of Innovation at Intuit Labs, believes that employee ideas can be the most underutilized tool in an employer's innovation strategy.
Here's the scenario: Your company encounters a large organizational issue. Senior management can't solve it. So, the organization spends thousands, if not millions, to bring in a consultant to try to solve the problem. It may work in the long-term, but how can you ensure ROI on such a huge investment? Alternatively, you could pose a brainstorm contest or competition (
think like a hack-a-thon) to your employees, spend a couple hundred dollars bringing in lunch or dinner for the staff, and empower your
employees to find the fix. Not only have you saved an enormous amount of money, but you've given your employees the opportunity to have a
direct impact on shaping your organization. An employee suggestion can turn into real solutions to problems and real improvements in your organization, without bringing in expensive and sometimes disruptive consultants. Do you invite your employee suggestion into organization strategy sessions or problem solving exercises? If you don't, it might be time to consider a change in 2015.