Employers Network for Equality & Inclusion (enei)’s Post

In an exclusive interview with HR Magazine, Nebel Crowhurst, Chief People Officer at Reward Gateway, discusses how genuine employee appreciation can significantly enhance business outcomes. 📈👥 She emphasizes that organizations that embed a culture of appreciation see substantial improvements in engagement and performance. This approach addresses many contemporary HR challenges by fostering a supportive work environment, enhancing retention, and ultimately driving better business results. #EmployeeAppreciation #HRStrategy #BusinessOutcomes #WorkplaceCulture

In HR, it's crucial not to get stuck in policy enforcement and rule-making. Cyndi Wenninghoff, PHR SHRM-CP 🚀 emphasizes the importance of being a business partner first. Understanding the company's goals enables HR professionals to develop tailored programs and strategies. #HR #BusinessPartner #StrategicHR

Culture is key to creating a strong and successful organization. Sometimes, it continues to be an HR challenge, and HR Dive breaks down what to do about it. 🌟 Check out this insightful article on how HR plays a crucial role in shaping company culture! https://hubs.li/Q02x0DQh0 #HR #CompanyCulture #EmployeeEngagement 💼👥

Culture is key to creating a strong and successful organization. Sometimes, it continues to be an HR challenge, and HR Dive breaks down what to do about it. 🌟 Check out this insightful article on how HR plays a crucial role in shaping company culture! https://hubs.li/Q02x0DQj0 #HR #CompanyCulture #EmployeeEngagement 💼👥

In recent years, businesses (in particular HR departments) have witnessed a shift in employee expectations. Today, people want more than a 9 - 5. They want to be seen and valued as human beings, and expect to be looked after by their employers. One expert believes the simple act of showing appreciation could help solve some of the problems HR face today. https://lnkd.in/eKBX5xcG

Great piece in the Financial Times this week from the excellent Stefan Stern on "How to save HR from itself". It argues that HR needs to reinvent itself to stay relevant to the business and, in many cases, we'd have to agree given much of the client work we've done at ENGAGE. One quote from the article that really resonated. It came from Rob Briner, the esteemed Professor of Organizational Psychology. Talking about how HR needs, ultimately to show its relevance to the business, he says: "Employee engagement, for example, sounds like a plausible goal... But does it meaningfully - and demonstrably - relate "to anything that's important to the business?". ENGAGE has been arguing this for many years. We believe that engagement that isn't anchored in what your business is trying to achieve simply can't be a strategic tool that drives growth, transformation or sustainability. We take a simple approach. We start with your business outcomes and work backwards, asking 3 simple questions: What are your strategic business goals? What does #employeeengagement amongst your own people look like to helping you achieve these goals? And how do we deliver the right #employeeexperience to create this type of engagement? By redefining engagement, our approach takes it beyond a HR issue, and allows us to turn engagement into a critical performance metric. Can you use the word 'engagement' and 'performance' interchangeably? If you're struggling to answer that, get in touch. #employeeengagement #employeeexperience

Workplace culture remains a hot topic and is on the rise, and HR professionals are struggling to stay on top of it. One way to improve culture is to give feedback, and training managers advise how to do so successfully. #BestHumanCapital #BestBehaviors #HR #Culture https://zurl.co/fbnd

There's a lot of sense in this article, as well as, I'd suggest, some confusion. Firstly, employee engagement has many flaws in concept and practice, but it's pretty much defined as a motivated state that is "important to the business'. In fact, it's a prime example of the recommended approach to focus on the business problem. Which actually, is its main flaw. Treating aspects of people which are only important to a business, rather than those aspects which are important to themselves just isn't very engaging. And only focusing on business problems won't ever get us very far. Truly strategic as well as people-centric HR focuses on what people can provide that would help transform the business. It starts with people, not just with business problems. But I do strongly agree on the need for "better job design and work organisation" and this needs to start with people, not just work as well- eg see this in the Academy: https://lnkd.in/eS2Buf4z https://lnkd.in/emRQmsWS #employeeengagement #jobdesign #workdesign

Great piece in the Financial Times this week from the excellent Stefan Stern on "How to save HR from itself". It argues that HR needs to reinvent itself to stay relevant to the business and, in many cases, we'd have to agree given much of the client work we've done at ENGAGE. One quote from the article that really resonated. It came from Rob Briner, the esteemed Professor of Organizational Psychology. Talking about how HR needs, ultimately to show its relevance to the business, he says: "Employee engagement, for example, sounds like a plausible goal... But does it meaningfully - and demonstrably - relate "to anything that's important to the business?". ENGAGE has been arguing this for many years. We believe that engagement that isn't anchored in what your business is trying to achieve simply can't be a strategic tool that drives growth, transformation or sustainability. We take a simple approach. We start with your business outcomes and work backwards, asking 3 simple questions: What are your strategic business goals? What does #employeeengagement amongst your own people look like to helping you achieve these goals? And how do we deliver the right #employeeexperience to create this type of engagement? By redefining engagement, our approach takes it beyond a HR issue, and allows us to turn engagement into a critical performance metric. Can you use the word 'engagement' and 'performance' interchangeably? If you're struggling to answer that, get in touch.

We loved this piece in the Financial Times last week. The excellent Stefan Stern gave his thoughts on "How to save HR from itself". One quote from the article really resonated. It came from Rob Briner, the esteemed Professor of Organizational Psychology. Talking about how HR needs, ultimately to show its relevance to the business, he says: "Employee engagement, for example, sounds like a plausible goal... But does it meaningfully - and demonstrably - relate "to anything that's important to the business?". At ENGAGE we've been hammering home this message for many years. If engagement isn't anchored in what your business is trying to achieve, it simply can't be a strategic tool that drives growth, transformation or sustainability. Our approach is simple. We ask: 1) What are your strategic business goals? 2) What does #employeeengagement amongst your own people look like to helping you achieve these goals? 3) And how do we deliver the right #employeeexperience to create this type of engagement? This helps us turn engagement into a critical performance metric. Read more below and, if you need help making your engagement approach more strategic, get in touch. #employeeengagement #employeeexperience