Getting Employee Buy-In on Health and Wellness
The infographic below looks a little bit like the Game of Life, and it is. It is the life of an employee health and wellness program. In evaluating your staff's needs within an employee wellness program, and what resources you have to piggyback on versus what resources you will have to create, we want to make sure you don't forget about the employees.
3 Easy Steps to Employee Loyalty
In our recovering economy it sometimes seems like there will always be more candidates than jobs. In some industries today that is already not the case. A talent war is looming, a time when companies are poaching each other's human capital and when employee loyalty should be at the top of your HR Strategy agenda. Here are three ways to build, maintain and teach loyalty in your organization.
Happy Employees Translate into Happy Customers
April is customer loyalty month, but we need to remember that the root of the customer loyalty lies not in the customer themselves but in their brand experience. Customers are loyal when they have positive brand experiences with happy employees who are knowledgable and motivated doing their jobs. Here are a few ways to keep your employees motivated and promoting a positive brand experience to keep customers loyal:
Workplace Wellness Can Save Serious Cash
Poor employee health is never a good thing. However, did you know that if you don't maintain workplace wellness it can cost your company between $1900 and $2250 in lost revenue per employee per year. Maintaining workplace wellness not only keeps employees healthy and keeps productivity at its peak but it can also keep employee morale up. Happy, healthy employees are productive, loyal employees so workplace wellness can go farther than you think. Check out the infographic below for more information on the benefits of workplace wellness.
Rise of the Self-Driven Employee: Empowering Employee Independence
A new type of employee is gaining ground: the self-driven high performer. Often mislabeled as “selfish” or “independent to a fault,” these individuals are motivated by internal benchmarks, personal ambition, and a desire for autonomy. They thrive on setting and reaching their own goals, not just company targets.
