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Archive by category: Employee EngagementReturn
"No one can whistle a symphony. It takes a whole orchestra to play it." -H.E. Luccock Composers throughout history – the Beethoven’s, Mozart’s, and Tchaikovski’s of the world – have created some of the greatest works of art known to humankind, lasting pieces of music still revered, played, and taught today. But their artistry and orchestration might not have had its impact if not for highly sophisticated levels of teamwork via collaboration between them and the musicians who ...
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Passionate. Committed. Invested in your company’s mission. When you reach burnout, NONE of these words likely describe you. So, what can we DO about burnout? What does the return path look like? Hold up. What exactly is an engaged employee? An employee’s level of engagement represents the level of discretionary effort they’re willing to put into their work. Engaged employees are emotionally and rationally attached to their organizations and are eager to go above and beyond to help their com...
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Annual listing recognizes ten companies at the forefront of providing employee engagement services COLUSA, Calif. -- Today, Activate Human Capital Group (AHCG) was recognized by HR Tech Outlook, a leading print and digital news outlet that covers the human resources industry, as one of the top ten providers of employee engagement services in the nation. “Activate Human Capital’s current suite of products represents 60 collective years of research and practice in this space and 11 years ...
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The internet is ripe with surveys of all types. We can identify which character we are most like from Game of Thrones and what type of cheese best represents us with ease. Finding surveys to assess employee attitudes, happiness, engagement, and/or desired benefits is an amazingly cluttered space.
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The benefits of managerial practices are touted throughout business and industry. In fact, the development of management and leadership has become a billion dollar movement in and of itself. But one area that is under-served, in so many ways, the education system, is ripe to receive these benefits as well. One educator in California, Jody Johnston, is ready to use proven practices to the advantage of her staff and students.
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Every organization is looking for ways to improve and to rise above the competition. A vast amount of research has shown that, across industries and job types, employees have many workplace needs in common. But something is being lost between the knowing and the doing. Between the mountains of compelling data and the integration of these proven practices into our organizations.
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Engagement can be thought of as a barometer. A measurement predicted by two key factors: 1. Alignment between individual talents and the demands of the role. 2. How well the basic needs of the workplace are being met. Both of factors are highly dependent on the manager/supervisor. Each supervisor is responsible for creating the alignment mentioned in in the first factor and delivering on the needs mentioned in the second factor such as continually setting clear expectations and offering the empl...
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Is engagement a personality trait? Are “positive” people always engaged and cynical people always disengaged? Can we just fire our grumpy employees and get on with hiring for traits like a positive mental attitude? Fortunately for our HR teams, there’s no need to clean house. Engagement is NOT a personality trait. It’s an ever-changing measure of the relationship between the employee and the organization and an extremely reliable reflection of the effectiveness of each supervisor.
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Employee Engagement Workshops can be ideal for: Industry conferences and learning events, Leadership groups such as Vistage, EO, and YPO, Company-specific events for managers, leaders, and high potentials. If you’re looking for thought-provoking content, engaging activities, and useful tools for participants to take back to their works teams, then let’s talk!
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There is no question that employee engagement is a large issue. Over half of the nation’s employees are looking for the next opportunity somewhere else. Breaks are becoming more frequent, time is skimmed off both ends of the work day, and turnover feels like the new normal. It doesn’t have to be this way. If we as leaders focus on removing barriers to engagement, our employees are then free to focus on relationships with customers, innovations, and continuous improvements to our organization.
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