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Should Monday After The Super Bowl Be A National Holiday?

Glassdoor Team — Fri, 03 Feb 2012 23:40:46 +0000

Every year, there are a few brave souls who suggest that the Monday after the Super Bowl should become a national holiday. After the Super Bowl two years ago, Yahoo! Sports wrote, “You shouldn’t have to work today. You shouldn’t even have to get out of bed. This should be a day where you can sleep in, sleep off the effects of all the “soda” you drank yesterday.”

These may not be the most compelling reasons for an employer to condone a day off, but it is true that much of America will be tuned into the game on Sunday. Last year, a record 111 million viewers tuned in to watch the Green Bay Packers beat the Pittsburgh Steelers.

While it’s not likely to receive national holiday status anytime soon, we at Glassdoor were curious to see if many people are planning to take time off to recuperate from overzealous Super Bowl celebrations. We also wanted to uncover the productivity level and mood in the office for those who do punch in. Here’s what employees had to say in our Superbowl survey*:

20% of employees say that morale is typically better in the office the day after the Super Bowl
However, 22% of employees also note that it’s commonly a less productive day than usual
One in ten (8%) employees plan not to work the day after the Super Bowl
One in ten (9%) employees plan to take Monday off as a vacation
3% admit that they will take a ‘sick day’ the Monday after the Super Bowl

When we asked employees if their employers offer any sort of perks on the Monday after the Big Game, several Glassdoor users noted that they are either allowed to work from home, use as a flex day, or have their regular Monday morning meeting postponed for later in the day. Some also reported that their employers buy breakfast for employees the Monday after the game.

What’s your work experience typically been like on the Monday after the Super Bowl? Let us know below.

* Online survey was conducted between 1/28/11 and 2/3/11. Included responses from 500 Glassdoor users including those who are employed (full/part/self) or unemployed but looking.

Should Monday After The Super Bowl Be A National Holiday? is a post from: Glassdoor Blog

VIDEO: How To Uncover ‘Inside Connections’ At A Company

Glassdoor Team — Thu, 02 Feb 2012 04:55:24 +0000

Wouldn’t it be great if you had a friend on the inside at the company where your “dream job” is listed?

Check out this brief video on how to use Glassdoor’s Inside Connections,™ a new tool for job seekers that leverages your Facebook network so you can uncover which friends (and friends of friends) work or have recently worked at more than 150,000 companies all over the world.

Want to see where you have Inside Connections? Sign In To Glassdoor via Facebook

Glassdoor is the only online resource that goes beyond professional networking to help you find the jobs you’re interested in from among more than 6 million job listings on the site, and gives you access to millions of company ratings and reviews, salary reports and interview questions and reviews – all shared anonymously by current and former employees, as well as recent job candidates.

Want to learn more about Glassdoor’s Inside Connections? Read more.

VIDEO: How To Uncover ‘Inside Connections’ At A Company is a post from: Glassdoor Blog

Millennials In The Workplace: Solving The “Gen Y Problem”

MonsterThinking — Fri, 18 Nov 2011 14:00:02 +0000

The perceived shortcomings of Millennials are well documented: we’re know-it-alls, arrogant, pushy, and want to get hired higher up the ladder than the bottom rung we deserve.

There’s a perception that social media is the silver bullet for reaching Gen Y candidates and consumers, but paradoxically, these online networks seem to be the launching pad for perpetuating these myths and stereotypes.

In fact, I’ve seen a few recent blog posts, Twitter chats, webinars, etc. that look more like Soviet-era propaganda than then true dialogues or debates, all aimed at solving the “Gen Y problem;” we’re apparently up there with the recession and recreational drug use on the list of societal plagues, at least if you believe the blogs.

But the real problem seems to be that older generations really don’t know how to react to the fact that, well, they’re getting to be the older generations.

They seem to forget that from the time the automobile took over the horse and buggy to the protests of the sixties to the go-go materialism and egotism of the eighties, there’s always been a resistance to change, and one that’s almost always unfairly assigned to ‘those darned kids.’

But change is inevitable, and resistance, as they say, is futile. Because what are often perceived as our shortcomings are, in fact, significant assets: ease of technological adoption, innovative thinking, and the ability to constantly connect, communicate and multitask.

So what’s behind the disconnect between Gen Y perceptions and realities? To quote Tevye from Fiddler on the Roof (using a reference Boomers should be familiar with) “I’ll tell you in one word: tradition.”

As the title of the ubiquitous business text “Built to Last” suggests, the best brands historically pride themselves on legacy and continuity, spending as much time proudly pointing to their past as they do looking into the future.

But this tendency seems to also ignore the present reality: that Gen Y is transforming business norms from being driven by brands to being driven by peers. Call them connections, contacts, friends or fans, word-of-mouth matters most.

Yelp reviews, Facebook likes, FourSquare check-ins and Twitter mentions form the basis of our opinions, and purchasing decisions, more than any Super Bowl ad or traditional marketing campaign ever could (or will).

While companies are figuring out messaging through market research, we’re doing our own, simply by participating in the social conversation.

So, while Boomers might still mostly run the C-Suite, the days of business as usual are becoming increasingly numbered. It’s not that traditional organizations don’t sense this seismic shift; the problem is, many are attempting to jump into a medium they don’t understand, targeting a population they view as a ‘problem’ rather than an opportunity.

But maybe, just maybe, it’s not Gen Y that’s the problem. Maybe, instead, the Gen Y ‘problem’ stems from having a closed mind and steadfast belief that experience matters more than potential.

Which is literally their loss: a loss of billions of dollars in untapped revenue, a loss of brand cache and perception, and a loss of being able to build the emerging talent of today into the leaders of tomorrow.

All this is really too bad, because by embracing Millennials and the unique talents and attributes we bring to the table, businesses really have everything to gain. – Originally posted on MonsterThinking by Lexi Kubrak

Millennials In The Workplace: Solving The “Gen Y Problem” is a post from: Glassdoor Blog

How To Find A College By Major

myFootpath — Thu, 10 Nov 2011 13:30:44 +0000

If you’re a high school or returning college student and you already know what you want to study for your bachelor’s degree, congratulations!

Now you need to find a school that offers your major. With so many out there, it can be a little overwhelming trying to figure out which one will be right for you. Here are some steps to picking a college that not only offers your major, but that will put you in great shape to start your career.

Finding Colleges by Major: How to Get Started

Do Some Research

A great place to start finding schools that offer your major is online. Check out U.S. News & World Report’s College Ranking section, which breaks down college and graduate schools by different disciplines, so you’ll know which schools are the strongest in the field you want to study. For undergraduate programs the categories tend to be more broad (such as liberal arts, business and engineering), but for graduate programs, you can dig down into rankings based on subject area, such as economics, English, history, the fine arts, and more. (Because graduate programs with strong departments in a particular field naturally extend that knowledge to their undergraduates, this information still applies to those who are pursuing a bachelor’s degree.) Another great place to start is this Wall Street Journal article, which also offers rankings by major.

Contact Local Organizations

If you know you want to go into a specific field, such as accounting or dental hygiene, contact your local chapter of the professional organization for that industry. Explain that you’re a student looking to enter this sector, and ask for their recommendations regarding local or online accredited programs. They should be able to help you find programs that are looked upon favorably by the industry. This assistance can be invaluable for fields such as health care, where the rules for accreditation and requirements can vary state to state. Rather than trying to figure it out on your own, professional organizations can fill you in on all the exams and certifications you’ll need to pass once you graduate, as well as which schools are the strongest in your field.

Talk to a Professional

No one knows a school better than its alumni. Talking to a professional who works in the field you want to enter or who studied at a college you’re considering can be a great way to find the right school for you. Talking to an alum will allow you to get a level of detail about a particular school that you won’t find online, such as what the coursework is like, if internship opportunities are available, and what he or she thought of the college’s career resource center. Speaking to a professional who studied your major can also be a great way to learn more about alternate career options that will be available to you once you graduate.

Use Our Degree Finder

Do you want to jump start your college search right now? Use our Degree Finder to search for campus or online schools offering degrees in your major. – Originally posted on myFootpath by Noel Rozny

How To Find A College By Major is a post from: Glassdoor Blog

Best Colors To Wear In A Job Interview

Vickie Elmer — Mon, 03 Oct 2011 14:00:41 +0000

As your big interview approaches, you look deep into your closet to see what to wear. Your bright red jacket, the one that seems to give you strength and luck, calls out: “Wear me!”

Then you remember the advice you once read somewhere: Wear a dark, plain professional suit to your job interview. Stick with solid navy, gray or black, or maybe a pinstripe.

So today’s question is: How much color can you put on when you want to portray yourself as powerful and professional?

“You can wear a red jacket to a job interview. But it’s helpful to know something about the organization’s culture,” said Stephanie Legatos, a career coach, colors counselor and owner of Be Well Partners.

In the fall and winter, Legatos favors a splash of red or purple when she meets with clients or potential clients, and she considers new client meetings akin to job interviews. Occasionally she will wear a black-and-white zebra patterned jacket. “I feel fabulous in that jacket,” she said. Yet she knows it may be a little “out there,” so she balances it with very conservative shoes and handbag, and she doesn’t wear it to every new client meeting.

When you’re choosing your colors and your attire, be thoughtful on what you’re doing -and who you’re meeting and what message you want to convey. Legatos suggests you ask yourself: “What do I really want to project?… This is a person who’s promotable. This is a person who knows how to establish a presence. ”

Added Ellen Schulman, a career counselor with CareerGenerations: “Do you really want to be perceived as the orange, turquoise or chartreuse lady interviewing? You want to standout, not the color.”

Consider the color. Colors convey meaning and emotion. Red means luck in Chinese, and red and black are power colors, said Legatos. They may work for an executive or contract negotiators’ job. But if you’re interviewing for an administrative assistant job at a nonprofit, you may be better off in a less bold color – blue or brown or something more neutral. White – as in a shirt or blouse- suggests clean, purity, honesty. People do have these subconscious reactions to the colors you’re wearing.

Consider the mix. If you’re trying for professional with some flair, pair a dark suit with a bright colored blouse or shirt. Or wear the red jacket but make the rest of the outfit a muted gray with plain professional black shoes. Wear a scarf or a tie with some zest to bring in a little color. If you love purple, by all means, carry your purple purse. But the purple purse and shoes and blouse, “that might be a little much,” said Legatos. Brighter colors are fine; just ask yourself: How much is right? To be safe, you may want to wear mostly neutrals and just a “splash of color,” said said Schulman.

Consider your audience. If you’re heading to a Wall Street investment bank, you may want to wear something more conservative than if you’re interviewing at Apple or Google. And if you’re talking to the creative types, or want to work at Chico’s, a woman’s clothing chain that mixes a palette of color and styles, you may be fine in your jewel tones or rainbow of colors attire. But if you’re meeting the CFO or the head of the legal department, tone it down: Wear brown, navy, black. “The key here is to show yourself as someone who fits into the organization,” said Schulman, who worked in the fashion industry before becoming a career coach.

Years ago, Legatos wore a dark eggplant purple suit to a job interview at a Boston-based mutual fund company. Everyone else seemed to wear black or navy. The interviewer gave her that “once over with the eyes. That threw me off,” she recalled. She knew immediately that her suit, though professional, didn’t fit into that place.

Consider your confidence. If that red jacket gives you a sense of courage and conviction of your high value, then it may be worthwhile to wear it. Same with some special necklace, family heirloom watch or other good luck charm that you can slip into your pocket.

However, if you feel most authentic and confident wearing a beaded blouse and a fringed jacket and old jeans with holes in the knees, you may put that on for a few minutes, look in the mirror – and then change into something more professional for the job interview, Legatos said Being authentic is important, but so is the understanding that your social image may differ from your professional presence.

Best Colors To Wear In A Job Interview is a post from: Glassdoor Blog

Do’s and Don’ts Of Business Cards

Heather Huhman — Fri, 30 Sep 2011 17:00:29 +0000

A business card can be one of the best marketing tools for your career. It’s an inexpensive, simple way to connect with influential people you meet – such as employers, thought leaders and network connections.

And, yes, as a job seeker, you should have a business card. They’re no longer exclusive to the employed—in fact, some might argue that business cards are more important for people looking for a new gig.

Business card do’s:

Include important contact information. At the minimum, your business card needs your full name, email address, website/online portfolio, and phone number(s). You could even include links to your professional networking accounts.
Consider going virtual. If you often find yourself running out of traditional business cards (or forgetting to bring them altogether), an electronic business card, such as CardCloud, can be a great alternative.
Keep it simple. There’s no need to include everything on your card. While it may be tempting to list out all of your skills or accomplishments, those things are best saved for your website or online portfolio.
Use one or two readable fonts. Using too many fonts makes for an ugly business card. Choose one or two simple, classic fonts to ensure your information is clear and easy to read.
Write notes on the back. Want someone to remember something specific that’s not on your card? Write a note on the back before handing over your card. This tactic is used a lot in sales and marketing when the salesperson is offering a special deal or incentive to entice the customer to come back or purchase the product.

Business card don’ts:

Be cheap. Much like investing in a nice suit for job interviews, you shouldn’t focus on getting a bargain business card. This doesn’t mean you have to spend hundreds of dollars – websites like VistaPrint.com have very reasonable prices for large amounts of business cards.
Include too much information. As stated above, keeping it simple is best. If people want to know more, they’ll contact you.
Keep outdated cards. Ever received a business card with a scratched out phone number or website? It looks tacky and unprofessional. Instead, order new ones if an important piece of information changes.

What else is important for job seekers to know about business cards?

Do’s and Don’ts Of Business Cards is a post from: Glassdoor Blog

Inbox Overload: Productivity Tricks For Regaining Command Of Your Day

MonsterThinking — Fri, 30 Sep 2011 15:00:01 +0000

The modern workplace is a frenetic environment. Whether it’s the endless interruptions and distractions, the expectation of immediate response times, or the constant flow of new information to process and manage, many of us struggle to stay in command of our workday.

Of course, according to time management expert Paul Burton, the main “distract-er factor” may surprise you: one of the biggest technology touch points impeding workplace production isn’t social media; it’s email.

MonsterThinking recently caught up with Burton to discuss ways executives and professionals can successfully stay on top of all that comes at them every day, work more efficiently through increased productivity, and overcome the myriad distractions in the modern workplace:

MonsterThinking: Technology has literally transformed the workplace and while we can’t imagine conducting business without a telephone or email, information overload has really impacted our ability to focus. Can technology, specifically email actually be making us more unproductive?

Paul Burton: Definitely. I often tell audiences that e-mail is the boon and the bane of the modern working environment. Though we couldn’t effectively conduct much of our work without it, we have also become Pavlovian in our response to it. People rush to their in-boxes at every opportunity to check their e-mail, fearing that they have missed something of vital importance in the last three minutes they’ve been away!

Worse yet is the new message alerts that constantly sound throughout the day. Whether it’s a computer pinging and flashing a new e-mail preview or a mobile device vibrating, our attention is yanked away from whatever else we’re doing so we can check it.

This self-imposed distraction – conducted in the name of “responsiveness” - is riddling our ability to focus. And it is time spent focused that produces actual results – measurableforward progress on our tasks and projects - so these interruptions are definitely hindering our productivity.

One of my most recurring recommendations to audiences and clients alike is to turn their new message alerts off and to simply regularly check their in-boxes. By making this small change we begin commanding the tool instead of being enslaved to it. This suggestion is often followed by the question: How often should I check my inbox?

The answer is simple: You should check your inbox as regularly as necessarily to effectively triage the most recent batch of e-mails and interleave any new work into the existing work.

MT: How does the confusion between activity and productivity negatively impact individuals and organizations?

PB: We are wired to believe that if we’re moving, we’re producing. This simply isn’t true. In fact, many times the less we’re moving the more we are actually doing.

The average corporate employee gets 100 e-mails a day. So, with the new e-mail alert turned on, that’s 400 seconds of lost time. We work about 240 days a year on average. The aggregate effect is 24 hours of activity with no productivity. That’s three working days. Imagine what it would feel like to have three days of work off your desk right now!

MT: You describe email can either help us become better leaders or prevent us from achieving our goals. How can leaders adapt their behaviors to meet today’s time management challenges?

PB: Leadership is about setting, communicating and effecting direction. E-mail is a communication tool, but it is only a tool and it is only one of many tools that leaders must employ to be successful. It is not the panacea of communication that many people seem to believe it is and it does not alleviate the need for good communication skills.

My recommendations surrounding the use of e-mail are simple:

1. Use e-mail when disseminating information rather than creating ideas. If it’s the latter you need, schedule a real-time event. It won’t just be more efficient, it’ll be more effective because real-time dialog happens at 150 words per minute and allows for partial thoughts to be expounded upon by many where e-mail is unilateral, asynchronous and only occurs at 40 words per minute at best.

2. Craft e-mails in “memo” form, using a good template that provides a summary at the beginning and the details in the body.

3. Remember that e-mail is a black and white communication tool that delivers very little emotion and very, very few of us are the next Hemmingway. Thus, write succinctly, directly and without attempting nuance.

MT: How can we regain control of email as a productivity tool and become better leaders?

PB: There’s no silver bullet; the key to using e-mail effectively and efficiently is remembering that it’s a tool, not a solution. Solutions are what people produce by using tools. I believe e-mail has been one of the tools that facilitated the rapid expansion of the current global playing field.

If we step back from the sense of immediacy that surrounds e-mail and look at the forest for the trees, we’ll realize quickly that the notion that we must twitch every time an e-mail comes into our inbox is not sustainable in a 24×7 global world. It’s up to each of us to determine when to leverage the value that this particular tool delivers.

Because, after all, it’s a far better thing to ride the horse than be drug along behind it.

– Originally Posted on Monster by Kathy O’Reilly

Inbox Overload: Productivity Tricks For Regaining Command Of Your Day is a post from: Glassdoor Blog

Macy’s Hiring 78,000 Workers; Employees Reveal Life Beyond The Sales Floor

Glassdoor Team — Wed, 28 Sep 2011 00:19:49 +0000

If you’re one of the 14 million unemployed Americans, Macy’s may be giving you a gift this holiday season.Macy’s has announced that it plans to hire 78,000 temporary workers for the holiday season, an increase of 4% over last year. The company also said these temporary jobs can lead to year-round jobs “in some cases.”

But what’s it really like to work at Macy’s? And, how much can you really expect to be paid as a Macy’s seasonal employee? Glassdoor, a jobs and career community, turned to those who know best – Macy’s employees who have worked the demanding holiday season. Below, Macy’s employees dish on how much they got paid, in addition to what’s working well (Pro’s), and what could be improved upon (Con’s).

How Much Could You Get Paid?

According to employee salary reports, Macy’s Seasonal Sales Associates can expect to be paid anywhere from $6 – $9 per hour. However, On-Call Sales Associates at Macy’s earn between $7 – $10 per hour, while regular Macy’s Sales Associates earn between $7 – $14 per hour.

Macy’s Salaries | More details for Macy’s Jobs | Macy’s Reviews | Macy’s Interview Questions & Reviews

Are Macy’s Employees Satisfied at Work?

According to the nearly 450 Macy’s employee reviews, Macy’s garners a 2.8 rating (OK) when it comes to overall employee satisfaction.

Macy’s Salaries | More details for Macy’s Jobs | Macy’s Reviews | Macy’s Interview Questions & Reviews

When digging deeper into the company ratings, Macy’s employees are most satisfied with the work-life balance and recognition & feedback they receive – both receive a 3.1 rating.

Read More Recent Macy’s Employee Commentary:

Pro’s:

“I was able to meet all kinds of customers, especially lots of international shoppers during the long busy holiday season.” – Macy’s Seasonal Sales Associate (location n/a)

“I was mostly a retail virgin, and I was surprised how much better the pay turned out to be compared to other ‘mall’ stores.” – Macy’s Seasonal Sales Associate (Orlando, FL)

“Employee discounts on merchandise.” – Macy’s Seasonal Sales Associate (Elmhurst, NY)

“They’ll take anyone off the street as a seasonal hire, so it’s a great place to work if you’re having trouble finding a job or need some extra holiday money.” – Macy’s Seasonal Sales Associate (location n/a)

Con’s:

“The holidays can be overwhelming, but at the same time fun and a good learning experience.” – Macy’s Employee (St. Louis, MO)

“The hours were either VERY early or you worked late, pressure of reaching your sales goal, rude customers, folding clothes.” – Macy’s Seasonal Sales Associate (Humble, TX)

“Late hours during holiday season.” – Macy’s Seasonal Sales Associate (New York, NY)

“The seasonal orientation involves a visit to some jail cells in the basement of the building where you would presumably end up if you stole anything.” – Macy’s Seasonal Sales Associate (Elmhurst, NY)

Do you work at Macy’s or any other store in the retail industry? Share a company review.

Want to learn more about Macy’s, including information on jobs?

Macy’s Hiring 78,000 Workers; Employees Reveal Life Beyond The Sales Floor is a post from: Glassdoor Blog

Communicating Your Way To Higher Employee Engagement

MonsterThinking — Fri, 09 Sep 2011 16:00:49 +0000

It has been said the strongest relationships are built on a foundation of communication. As such, it should come as no surprise HR Solutions’ Research Institute has found a strong positive correlation between communication and employee engagement.

When managers establish a culture of open and honest dialogue among their team members, the percentage of ‘actively engaged‘ individuals rises. Since engagement is overwhelmingly linked to positive business outcomes, it is important to utilize various best practices for communication success.

Discourse between supervisors and their direct reports allows for greater understanding of not only issues employees are struggling with, but also the positive aspects of employees’ jobs.

When supervisors are aware of what tasks individuals feel are most enjoyable, they are more likely to assign projects based on workers’ preferences. In doing so, team members will probably be more engaged in these projects, thus increasing the likelihood they perform their duties to the best of their abilities.

Communication allows managers to easily present changes that have been made as a result of dialogue among staff. Awareness of the modifications reflecting team members’ opinions will contribute to employees’ perceptions that leadership cares about them.

Everyone wants to feel as though they matter, so when employees recognize their opinions make a difference, they will likely be more actively engaged in the culture.

Additionally, communication can help in employee branding, or the overall perception (thinking and feeling) the employee has about his or her experience working within the organization. Further, employee branding reflects how well the organization’s vision and strategy are “branded” into the psyche of the employee.

Great employees want to know what’s going on. They want to know where the organization is going and how their individual contribution can help it get there. Making the mission of the organization clear to team members and highlighting their contribution to that mission will contribute to more positive branding among employees.

HR Solutions’ National Normative Database, which represents over 3.3 million respondents and 2,400 organizations, indicates there is a disconnect between the method by which employees receive information and the way they would like to receive information.

Currently, only 35 percent of respondents receive information about the organization directly from their managers or supervisors, whereas 52 percent choose this option when asked how they would prefer to receive information.

It is important to recognize this disconnect and work to bridge the communication gap.

4 Leadership Best Practices for Increasing Engagement Through Communications

1. Encourage Employees to Be Vocal

One best practice managers can utilize to enhance communication involves encouraging employees to be vocal. Leaders should make themselves available to employees. When dialogue occurs between supervisors and their team members, active listening should be the norm.

Encourage employees to ask questions and get clarification for anything they do not understand. When employees realize managers want to talk to them and answer questions, they will be more willing to ask. Misunderstandings will decrease, and Engagement will rise.

Managers should consider how to present each of their messages in the most clear, informative, and interesting way, thus encouraging employees to listen. Information and updates will be more valuable when presented frequently and concisely, such as after staff meetings.

With constant communication, employees will not be overwhelmed by a sudden influx of new information, and will be better able to understand the messages presented. Regular meetings and check-ins should be established as well to keep the dialogue flowing.

2. Promote Honesty & Accountability

Another best practice to enhance Communication includes being honest and accountable. Managers and leadership should make sure they are always truthful when speaking with employees. They should hold themselves responsible for promises made. Do not make promises that cannot be kept.

If an issue arises preventing execution, inform employees as soon as possible, and present an alternative to resolve this issue. Otherwise, employees’ trust in management will suffer, causing a dip in engagement levels.

3. Utilize Performance Reviews

Performance reviews can also be utilized as a best practice in communication. HR Solutions’ Research Institute estimates only 5 percent of performance reviews in North America include active conversations about engagement.

With all the discussion about engagement and its positive effects on organizations, reviews are exceptional opportunities to evaluate each individual’s unique engagement level.

During performance meetings, managers and employees can determine each team member’s particular drivers and detractors of engagement. Leaders can then leave the meetings with an idea of how to improve engagement levels among employees, creating a more actively engaged organization as a whole.

4. Convey Mission & Strategy

Finally, it is vital to clearly convey the strategy and mission to employees, as these are the fourth most impactful drivers of engagement. Managers often simply state the values of an organization, either in an employees’ initial training or on postings throughout the office, rather than precisely articulating and explaining the strategy and mission.

As such, employees frequently overlook the organization’s true meaning and values. Misunderstandings and incomplete knowledge about an organization may result, making it hard for team members to establish an emotional connection with the organization. Furthermore, managers regularly fail to communicate exactly how each employee and his or her job contributes to the big picture.

Articulating the value each employee brings to the organization will keep employees engaged. Everyone wants to feel as though they have a purpose. When employees recognize they are contributing to an organization’s success, they will likely exert more effort toward achieving goals within the organization.

If managers clearly communicate to each and every individual exactly what role he or she plays in the outcome of the organization, employee engagement will increase.

Open, honest, and effective communication should become the “new normal.” Implementing the aforementioned best practices will keep employees connected to and engaged in an organization, contributing to the most successful business outcomes. – Originally postesd on MosterThinking by Kevin Sheridan

Communicating Your Way To Higher Employee Engagement is a post from: Glassdoor Blog