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.

Is engagement a personality trait? Are “positive” people always engaged and cynical people always disengaged?

Doing more with less is the norm in most organizations. We’re asking a lot of our employees, our managers, and our leaders.

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.

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.

Effective communication in the workplace can make the difference between smooth sailing on the high seas and jumping ship when you hit an iceberg.

Good leaders identify strengths, develop them, and place employees where those strengths can be used fully.

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.

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.

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 soon after?

Activate Human Capital Group would like to announce the next evolution of a successful trio: Melissa Ortiz, Emily Killham, and Jennifer Simpson.

A recent study by Bersin & Associates estimates that $720 million is spent by organizations each year to improve employee engagement.

A fourA 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.

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".

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.

Most will calculate about 60% of the person's salary and some training to determine their cost of turnover.

The Harvard Business Review recently published an article called "Putting the Service-Profit Chain to Work". This article does an excellent job explaining the linkage between leadership, employee engagement, customer retention, and profitability.

If your company has compensation right -- and your managers are trained to drive engagement daily in a performance-based culture – Happy New Year!

Everything DiSC is not a test, it's a personality assessment. This research-validated model helps you understand yourself and others, saving you time, energy, and money.

Today’s organizations are looking for ways to get a leg up on the competition. The lean movement refined processes but process improvement can only move an organization so far.