If you’re a consultant, contractor, speaker, or some manner of service provider, and if you’re really good at what you do, then the following is for you.
If you’re an employer, and you aren’t struggling financially, and if you want to attract, keep, and get the most out of top talent, then it’s also for you, though you’ll have to take your employee’s perspective as you read.
With all the customer communication channels available, how can a business decide the best way to deal with customer inquiries and requests? When it comes to customer service, studies show that people prefer to have a real conversation, with a real person, in real time. A recent infographic by GetVoIP, shows how 90% of customers prefer to just pick up the phone when it comes to dealing with customer service issues.
As technology automates even more work to increase productivity, and as workplace tasks become even more complex, today’s jobs are demanding higher cognitive skills with emphasis being placed on exercising judgement and coping with uncertainty.
In this respect, business leaders, managers and human resources departments are being challenged to identify, hire and reward engaged employees capable of thriving in ever changing and ambiguous environments.
When companies tell me their workplace culture and trendy furniture build employee engagement, I try to help them see that they’re focusing on the wrong part of the equation. They’re focusing on what, not why. The “what” can reveal a lot about a company, but it’s the “why” that tells you it’s a good company to work with. What factors contribute to the “why” of employee engagement? Here are the top 5 questions I ask business and HR leaders to answer. They’re intentionally written from an employee’s point-of-view. If you answer honestly, your organization’s engagement strengths and weaknesses should become more clear:
It’s not hard to sell the benefits of telecommuting to employees; it’s the employers who need convincing that working from home can actually translate into increased profits. Telecommuting offers many benefits to an employer, including increased employee satisfaction, reduction in operating costs and the ability to tap into a broader talent base – one no longer limited by geography.
Many people seem to believe that the human resource department is on the side of the employer while masquerading as the defender of resources. Others believe that this department helps to create culture and that its purpose is to serve the people while masquerading as the defender of the employer.
OK, I get it. But here is a more powerful point…
One of the biggest problems I see when looking for talented, desirable, employable men and women, is the downward spiral of the trending “Brand You.” It can nauseate a person who watches a perfectly packaged, programmed, and plastic brand walk through the door. The saddest part is those individuals really believe I want what they’re “selling.” At the time they may think they’ve duped me, but they are only fooling themselves.
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