Whether wage transparency or self-determined salaries – the question of adequate pay always excites controversy. But what happens when employees know what their colleagues earn? And how can you as a company prevent resentment and envy?
Today, the business community and society as a whole are challenged by the palpable rise of populism – fed by fears and frustrations over inequalities, disadvantage, mistrust of elites and their seeming lack of action on the issues that matter.
2019 has been the year of the employee journey. As the war for talent ratcheted up yet again, the struggle to attract and retain talent has led more and more employers to realise they need an optimal employee experience.
In today’s world of fake news, increasing levels of populism and widespread distrust of the media, politicians and business leaders are being challenged as never before.
Organisations with a strong employer brand outperform their competitors. Yet organisations continue to place too much focus on ad hoc recruitment and other short-term initiatives.
According to recent research1, those organisations most capable of engaging their employees have four times higher earnings per share, higher customer engagement, lower absenteeism, and 21 per cent higher profitability than those that d
Attracting employees, retaining them and making them your organisation’s ambassadors is more critical today than ever before.
Google has on-site gyms and masseurs while Facebook provides its employees with on-site health care, free food and laundry services.
In a recent conversation I heard a friend lament that we often hear of what we must do to succeed in a communication function and not much is shared about what people must avoid to get better or stay on course.
Nothing beats a face-to-face meeting. But what do you do when your company employs 3500 managers around the world?