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Americans are leaving their jobs at an unprecedented rate. In September of 2021 alone, 4.4 million workers left their jobs voluntarily. This put the Labor Department’s “quits rate”– a measurement of workers leaving jobs as a share of overall employment—at a historic high of 3%. This phenomenon, widely referred to in the media as the “Great Resignation,” started during the height of the COVID-19 pandemic last year and is seemingly here to stay.
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For many folks, saying “sorry” is a habitual politeness. Apologizing for circumstances and situations even beyond your control for the sake of others’ comfort is more of a learned response. Consider the last time you apologized to someone for something – maybe you were running a few minutes behind or failed to hold the elevator door. Was that “sorry” really warranted?
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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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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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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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Good leaders identify strengths, develop them, and place employees where those strengths can be used fully.
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