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Activate Human Capital Group Blog

Effective communication in the workplace can make the difference between smooth sailing on the high seas and jumping ship when you hit an iceberg. In every workplace, clear expectations come from open, clear, and concise communication. Oftentimes there are five major boundaries to communication between leaders and employees. Once leaders recognize the pitfalls that can interfere with effective communication, simple changes can be made to ensure everyone is on the same page and the office atmosph...
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For many years, employers have been providing employees with yearly surveys to gauge their satisfaction. While satisfaction surveys can be a good tool for an organization, understanding the difference between a satisfaction survey and an employee engagement survey can really help to set your organization apart and ensure your employees are not only happy with their work environment, but are engaged in it.
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Engagement in the workplace is often thought of as a top-down approach. Motivating employees to become more engaged in their roles and with the company is the goal. What if we worked from a bottom-up approach? Imagine a world where we flipped the model and empowered employees to “OWN their own engagement”. Perhaps not in the absence of helping managers lay the foundation of engagement, but instead as an accelerant.
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Think about this truism: employees join companies and leave managers. Have you ever joined a great company, excited about growth opportunities, benefits, and/or perks of the job only to find yourself looking for a new job because you and your manager couldn’t seem to find an effective working relationship?
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Activate Human Capital Group would like to announce the next evolution of a successful trio:  Melissa Ortiz, Emily Killham, and Jennifer Simpson. Combined, this team offers nearly 40 years experience partnering with clients to deploy and continually improve their efforts related to Employee Engagement, Customer Engagement, and Strengths-Based Development.
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A recent study by Bersin & Associates estimates that $720 million is spent by organizations each year to improve employee engagement. While this trend is encouraging for those in the engagement business, there is no guarantee that all of those dollars are being spent on the right kind of engagement surveys. How do you know if a survey is right for your company? Your engagement consultant should be able to tie survey results back to business performance, quantitatively, not anecdotally. After all...
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A four-step management training program that begins and ends with measuring employee engagement and includes tactical steps to help participants better manage and lead their teams.
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Texas A&M University's professor Paul S. Busch and Scott W. Davis recently published an article for the Marketing Education Review titled, "Inside Out Personal Branding (IOPB): Using Gallup Clifton StrengthsFinder 2.0 and 360Reach". The article’s two main objectives are: to present an evidence-based approach to developing the self-awareness component of a personal brand, and to analyze the impact of the assignment on student learning outcomes.
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From the first prehistoric hunter to employ someone as saber-toothed tiger bait to today's modern leadership issues, we have learned two big lessons. Employee safety has clearly (and mercifully) become more important. People who don't like their job probably don't do a very good job. 
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Most will calculate about 60% of the person's salary and some training to determine their cost of turnover. When was the last time you calculated the other costs such as lower Productivity & Product Quality + lower Employee Morale + lower Customer Service and Profit Margin + lower Return on Investment for Marketing?
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