Employer Engagement Sessions in Manila, Philippines 2017 Канада


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Employer Engagement Sessions in Manila, Philippines 2020 Канада

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Employee engagement starts with a conversation

When your employees are engaged, they’re more productive and your business is more profitable. But how do you spot an engaged employee? What role do you play in driving engagement? And why don’t the same techniques work for every business?

In this series of interviews, Kerri Hollis asks the experts. Join the conversation by watching the videos or listening to the podcasts.

“It doesn’t really matter if you take Fr >Helen Tupper, co-founder of Amazing If, thinks it’s about time we abandoned the nine-to-five workday in favour of a more flexible and agile culture. In this interview, she explains why – and what the alternative would be.

If you’re short on time.

“There’s no magic formula for being a great place to work.”

Kate Wood, Director of Culture at Chess, has just led her company to the top of the Sunday Times’ Best Companies to Work For. In this interview, she explains how she did it.

If you’re short on time.

“Freelancers don’t want to feel like they’re just selling their hours.”

Geraint Holliman, serial business owner, leads a workforce of freelancers. In this interview, he explains how he makes them feel like a permanent part of the business – even when they’re not.

If you’re short on time.

“We’re adults – people can figure out when they work best.”

Ian MacRae, workplace psychologist, doesn’t like being labelled a millennial. In this interview, he explains why you shouldn’t stereotype the way people want to work based on generational differences.

If you’re short on time.

“ Employee engagement is people being able to bring their best selves to work and do their best work at work. ”

Explore the psychology behind collaboration

Collaboration is the secret to every business success. In today’s workplace, you need to know how your team works, thinks, and thrives with the right tools.


Something to talk about

Get a quick roundup of the employee engagement conversations in these blog posts.

Do you know employee engagement when you see it?

Your employees might be productive, but that doesn’t mean they’re engaged. In this blog post, Kerri Hollis talks to Helen Tupper to find out what employee engagement really looks like.

We still measure employee performance like it’s the 1930s. Here’s how to change.

The 40-hour work week might have been great when it debuted in the 1930s. But it’s not so relevant now. In this blog post, Kerri Hollis and Helen Tupper look for a better way to measure performance.

Stick to the plan: the key to measuring employee engagement

The world’s most engaging workplaces didn’t get that way by accident. In this blog post, Kerri Hollis and Kate Wood discuss how Chess’ blueprint for culture has boosted employee engagement.

Here’s the secret to being the #1 company to work for

When you’re at the top of your game, everyone wants to know your secret. In this blog post, Kerri Hollis joins Kate Wood to explore the role of communication in improving employee engagement.

Work for independence: how to engage your freelancer workforce

Independence. Ambition. Agility. In this blog post, Kerri Hollis and Geraint Holliman discover that business leaders have more in common with their freelance workforce than they might think.

When do you work best? Habits of great writers and great employees

Everyone has their own way of working. In this blog post, Kerri Hollis and Geraint Holliman discuss how technology can engage disparate teams – no matter how, where, or when they’re working.

When ping pong fails: the real driver of employee engagement

It’s the simplest things that often go unnoticed. In this blog post, Kerri Hollis sits down with Ian MacRae to identify what really drives employee engagement.

There’s more to millennials than any blog post can tell you – but we’ll try

When you treat all your employees the same way, you’re stopping them from reaching their full potential. In this blog post, Kerri Hollis joins Ian MacRae to bust the myths around millennials in the workplace.


3 ways modern tech can foster an inclusive culture

An inclusive workplace culture values every individual. Explore how modern technology like Microsoft’s top inclusivity tools can empower every one of your employees, helping them achieve, innovate, and succeed.

10 inclusive behaviours

Research shows that more diverse, inclusive companies are more competitive, creative, and collaborative. Here are the personality traits you need to spot – in yourself and others – when leading a strong, inclusive workplace.

Inclusivity – the spark behind innovation

Inclusivity isn’t an obligation – it’s an opportunity for smart companies to innovate products and services. 20% of the UK population has a disability, but 100% of your market gains value from accessible tools.

How do you solve the employee engagement challenge?

Even equipped with the latest findings of your employee engagement survey, it can be difficult to gain actionable insights. Discover how Microsoft’s Workplace Analytics data can be harnessed to see the biggest employee trends across your business.

4 ways to improve your employee engagement

Engaging your workforce increases productivity and enhances the employee experience. Discover the secret ingredients to worker engagement, starting with a pinch of culture change and a cup of the right technology.

4 simple ways to unlock creativity in the workplace

Creativity is good for business, powering productivity and performance. One study shows that UK businesses investing in creativity are 75% more financially successful. Now, explore how to encourage your organisation’s creative flow.

The engagement effect

Engaged employees make great businesses greater. All it takes is the right collaborative tools. See how, in these case studies.

Marks & Spencer

Every employee should be able to work their way. Marks & Spencer makes that possible anywhere, any time, with Microsoft SharePoint.

Centrica

When your employees have great ideas, they need a great way to share them. See how Centrica built one with Microsoft Teams and Yammer.


Ports of Jersey

It’s not enough to run a business behind closed doors. Ports of Jersey brought their entire workforce together using Microsoft Office 365.

Get employees talking

You’ve heard about how technology can engage your employees. Now see it for yourself. Discover the tools used and trusted by the experts.

Teams

User rating: 5 out of 5

When your employees have a job to do and need to get their team together, give them Teams. Everyone can chat and share documents in real time with members inside and outside the business.

Yammer

User rating: 5 out of 5

If you want every employee to have their say on a topic, idea, or objective, start a group in Yammer. Here, anyone can start or join an open conversation. So engagement is truly business-wide.

WorkPlace Analytics

User rating: 5 out of 5

Get insights just from using Office 365 with Workplace Analytics. It taps into your data to show you how you collaborate. So, you can get even better at it.

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Иммиграционная сессия в Вене — новый шанс, но не для всех

Новая сессия иммиграционных офицеров Манитобы в Вене добавит шансов потенциальным иммигрантам, но уже не многим. На сей раз требования ужесточились фактически до списка из трех профессий (Long Haul Truck Drivers, Heavy Equipment Mechanics и Specialized Livestock Workers), а так же необходимости продемонстрировать 3 года опыта работы по одной из этих специальностей. Сюда добавим возраст до 45 лет, знание английского языка (CLB 4) и наличие послешкольного образования, которые так же значатся в списке минимальных критерий отбора, и мы получим уже не ту широкую дверь в Канаду, которую наблюдали на предыдущих сессиях.

Для меня пока что вопрос о формате этого мероприятия остался открытым: это и не выездная сессия, которая прежде проводилась в Киеве, Варшаве и Берлине, но и на «MPNP Recruitment Mission», в простонародье известную как «ярмарка вакансий» нынешняя Венская сессия не похожа. Буду еще изучать этот вопрос.

Press Availability in Manila, Philippines

Rex W. Tillerson, Secretary of State

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Press Availability
Rex W. Tillerson
Secretary of State
Sofitel Hotel
Manila, Philippines
August 7, 2020

SECRETARY TILLERSON: Good morning. Good morning, all. How’s everybody’s jet lag? Well, I thought I’d take a few minutes out of the series of events and give you a little bit of an oversight of what has already occurred and kind of what’s coming.

Obviously, high on the agenda in the time that we’ve been here has been the situation with the DPRK and North Korea. And I think the strong UN Security Council resolution unanimously approved, working in coordination with China and Russia both to put out a statement from the Security Council that I think is quite clear in terms of there being no daylight among the international community as to the expectation that North Korea will take steps to achieve all of our objectives, which is a denuclearized Korean Peninsula. I think there should be no question in anyone’s mind as to the common view held by everyone on that Security Council as that being the ultimate objective.

I think we also – as you well know, ASEAN released a – what I consider to be a very strong statement as well demonstrating their commitment as well to support a denuclearized Korean Peninsula – I think a statement that’s probably stronger than any we’ve ever seen from ASEAN in terms of a view on this particular issue.

So I think two very important actions taken to hopefully send a strong message that North Korea understands the expectation of the rest of the international community going forward.

So the next steps obviously are to see that the Security Council resolution sanctions are enforced by everyone. We will be monitoring that carefully and certainly having conversations with any and all that we see who may not be fully embracing not just the spirit of those sanctions but the operational execution of those sanctions.

And we hope, again, that this ultimately will result in North Korea coming to the conclusion to choose a different pathway, and when the conditions are right that we can sit and have a dialogue around the future of North Korea so that they feel secure and prosper economically.

We had also some very constructive conversations with our ASEAN colleagues in the U.S.-ASEAN meeting yesterday, I think, again, just continuing the strong commitment from both an economic and security standpoint but also continuing the cultural and people-to-people exchanges that exist today through a number of educational programs and other efforts that we think are important for drawing our peoples closer together.

I did have the opportunity yesterday for an exchange of views with our Chinese counterparts, and we really went through a bit of reflection on the relationship since the first summit between the two presidents at Mar-a-Lago, the creation of the four high-level dialogues between our two countries, two of which are already actively meeting – the Diplomatic and Security Dialogue and the Economic and Trading Dialogue. Both of those are very active. The two remaining dialogues that we hope to convene in the next several weeks are the Law Enforcement and Cyber Security Dialogue and the Cultural or People-to-People Dialogue. I think all four of these dialogues, which are conducted at a very high level, are really advancing our two countries’ understandings of the nature of this relationship between the U.S. and China and how we should strive to strengthen this relationship so that it benefits both of our countries from an economic prosperity standpoint but also benefits the world in terms of maintaining a secure world absent of conflict.

I also had the opportunity to sit and exchange views with our Russian counterparts, Sergey Lavrov. We discussed several issues during the course of that meeting. We also had some exchange of views about the nature of the relationship between our countries, and a lot of work, obviously, that has to be done in that regard. I told the foreign minister that we had not made a decision regarding how we will respond to Russia’s request to remove U.S. diplomatic personnel. We had – I asked several clarifying questions just to ensure I understood kind of their thinking behind that diplomatic note we received, but told him we would respond by September the 1st.

Later today we’ll be attending, of course, the East Asian Ministers Meeting, and I intend to outline steps we’d like to see the region take on a number of emerging issues, most particularly the fight against terrorism, counterterrorism, and the recognition now of the emergence of ISIS fighting forces in the region, most particularly here in the Philippines. I think there are a number of areas of cooperation in terms of information sharing so we can track individuals, border security so that hopefully we can keep these individuals from returning, cooperation around extremists and terror financing networks and creating safe havens for terrorists. So I think, again, a significant amount of work to do within the East Asian Ministers discussions as well.

We’ll also be calling for adoption of a maritime cooperation pillar within the East Asia Ministerial Meeting, and this is really to better coordinate maritime activities in this region both from the standpoint of security, but again, border patrols in areas of illegal fishing and ensuring that we’re coordinated in terms of ensuring that fishing regulations and norms are being followed, and then an environmental effort around the significant amount of plastic debris, obviously. that litters the oceans and how we can better coordinate a response to that challenge as well.

I do want to express my appreciation to the Philippines, the Government of the Philippines, for hosting this series of ASEAN meetings and the opportunity for some very useful and productive bilaterals. Again, I think these annual sessions serve a really important platform for all of us to convene here in Southeast Asia and the Pacific and exchange views on a number of issues, obviously, of mutual interest.

So let me stop there, and I’m happy to take questions.

MODERATOR: Josh.

QUESTION: Thank you, Secretary Tillerson, for doing this. On North Korea, I’m wondering if you can discuss more specifically what the exact preconditions are for the U.S. to engage in the type of talks that you said we’d ultimately would like to have with them. And given that these new sanctions are going to take a while for them to have a desired economic effect and we’re under a time crunch with North Korea’s rapid development of this technology, how can you be confident that these sanctions will change North Korea’s calculus before it’s too late?

SECRETARY TILLERSON: Well, the best signal that North Korea could give us that they’re prepared to talk would be to stop these missile launches. We’ve not had an extended period of time where they have not taken some type of provocative action by launching ballistic missiles. So I think that would be the first and strongest signal they could send us is just stop, stop these missile launches. Obviously, we have other means of communication open to them, to certainly hear from them if they have a desire to want to talk.

In terms of these most recent round of sanctions, I think your point is well taken that when do these actually have a practical bite on their revenues. I think perhaps the most – the more important element of that is just the message that this sends to North Korea of how unacceptable the entire international community finds what they’re doing to be. And I think also it sends a strong message to two parties that we think can have some influence on how the North Koreans come to grips with the reality of what they’re facing, that being China and Russia. So I think their – again, their support for the Security Council resolution itself I think also sends a message. But I think the world is also expressing a view to China and Russia that we do have an expectation that you will do everything you possibly can to help North Korea understand the reality of the future as well and bring them to the negotiating table.


MODERATOR: Carol.

QUESTION: Mr. Secretary, you’ve been very supportive of the talks with Russia saying two nuclear-powered superpowers must work together. How would you respond to critics who say that you are appeasing the Russians and despite their past attacks and ongoing attacks on Western democracy and you are seeking cooperation instead of deterring it?

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SECRETARY TILLERSON: Well, it’s a combination of both. And I think the question, in our view, is one of, again, being very pragmatic about the situation where you have the two largest nuclear powers in the world that do have a number of issues between us, obviously. And Russian meddling in the elections is – was certainly a serious incident. We talked about it in the discussion we had with Minister Lavrov yesterday and trying to help them understand just how serious this incident had been and how seriously it had damaged the relationship between the U.S., the American people, and the Russian people, that this had created serious mistrust between our two countries and that we simply have to find some way to deal with that.

Now, having said that, we also have very important national security interests in the Middle East, in Syria. We have important national security interest in Afghanistan and that region of the world. And we have serious needs to begin to address the situation in Ukraine. The Russians have indicated some willingness to begin to talk with us about a way forward on Ukraine. As you well know, we’ve appointed a special envoy to engage with Russia but also coordinating with all of the parties so that this is full visibility to all the parties, that we’re not trying to cut some kind of a deal on the side that excludes their interests in any way.

So I think we’re just – we view the relationship from a very pragmatic point of view. And the fact that we want to work with them on areas that are of serious national security interest to us while at the same time having this extraordinary issue of mistrust that divides us, that’s just what we in the diplomatic part of our relationship are required to do. And so I don’t think it is useful to just cut everything off over one single issue. I think, again, these are two very large countries, and we should find the places that we can work together. Let’s try to work together. The places we have our differences, we’re going to have to continue to find a way to address those.

MODERATOR: Kylie.

QUESTION: Secretary, you said earlier to Josh that preconditions for North Korea would be stopping missile launches. So how long do they need to stop those missile launches for in order to have conversations? And do they need to dismantle – say that they’re going to dismantle their nuclear program?

And then one question on the Philippines here. You have said that you support the Philippines in fighting ISIS, but how do you do that without endorsing the human rights abuses of President Duterte in his war on drugs?

SECRETARY TILLERSON: With respect to the North Korean missile launches, we’ll know it when we see it. We’re not going to give someone a specific number of days or weeks. This is really about the spirit of these talks, and they can demonstrate they’re ready to sit with a spirit of finding a way forward in these talks by no longer conducting these missile tests. So this is not a give me 30 days and we’re ready to talk. It’s not quite that simple. So it is all about how we see their attitude towards approaching a dialogue with us.

With respect to the assistance we’re providing the Philippines Government to respond to ISIS, there is – there really is no, I think, contradiction at all in the support we’re giving them in the fight down in Marawi and Mindanao. As you know, most of what we’re providing them is information, some surveillance capabilities with some recent transfers of a couple of Cessnas and a couple of UAVs to allow them to have better information in which to conduct the fight down there. We’re providing them some training and some guidance in terms of how to deal with an enemy that fights in ways that is not like most people have ever had to deal with.

So it is – it’s a tragic situation down there. We think they are beginning to get that situation under control, but the real challenge is going to come with once they have the fighting brought to an end how to deal with the conditions on the ground and ensure it does not re-emerge. And so I think our – bringing our knowledge of having dealt with this enemy in other parts of the world is useful to them, and I think that is also in our national security interest as well. But I see no conflict, no conflict at all in our helping them with that situation and our views of other human rights concerns we have with respect to how they carry out their counternarcotics activities.

MODERATOR: Our last question, Dave.

QUESTION: Thank you very much, Mr. Secretary. On the situation in Afghanistan, obviously, the administration is reviewing its policy. Where are we on that now?

SECRETARY TILLERSON: We’ve had now three sessions within the National Security Council exploring a full range of options. And when I say a full range of options, I mean the entire landscape. And I think it’s – I think this is reflective of the deliberations that we want to undertake. The President is asking, I think, some very, very pointed questions, and they are good questions. They were the right questions that he should be asking, and perhaps these are questions that no one’s been willing to raise in the past.

And so with his – with the questions that he’s asked us, we want to give him good, thorough answers and good, thorough analysis to go with that, a very clear-eyed view, a very realistic view of what the future is likely to look like. And I think that’s a lot of what the President and the Vice President – and I want to – I also want to acknowledge the Vice President has taken a very active role in these discussions as well with the Security Council, and he’d been very helpful in helping the Security Council navigate what are some really tough questions that have been put to us.

And I think we want to take the time to do the analysis, a fully integrated analysis from the Intel Community to the military planners to the diplomatic channels as to how does this all play out and where does this go. It’s one thing to say we’re just going to keep fighting because we’re – there is no other option. There are always other options.

And so that’s what the President has asked us to fully explore, and I think the fact that we’re taking our time to try to come to a solution that is realistic, is – takes a clear view of what we’re dealing with on the ground, and being very honest with ourselves about expectations of the future, I think that is – that serves the American people’s interest well. This is a very, very – as you know, a tough area, 16 years, 17 years we’ve been at it now. To just say we’re going to keep doing what we’ve been doing, the President is not willing to accept that, and so he is asking some tough questions, and the Security Council is working diligently to give him the best answers we can.

MODERATOR: Thank you, everybody. Thank you very much.


Employer Engagement Sessions in Manila, Philippines 2020 Канада

Manitoba Provincial Nominee Program Staff will be in Manila Philippines along with Manitoba employers to conduct interviews with individuals who demonstrate the qualifying skills in the following areas.

  • Industrial Meat Cutters
  • Specialized Livestock Workers — Pork Production Technicians
  • Public Area and Housekeeping Room Attendant
  • Line Cook
  • Food Counter Attendant
  • Food and Beverage Server
  • Cashier
  • Front Desk Agent
  • Machine Operators
  • Finishers
  • Builders/Assemblers
  • be between 21-45 years old
  • have at a post secondary education/training in the related occupations listed
  • have a minimum of 3 years employment experience in the past 5 years in the related occupations listed
  • be able to meet the Canadian Language Benchmark (CLB 4)
  • Reading (3.5)
  • Writing (4.0)
  • Listening (4.5)
  • Speaking (4.0)

Hylife Foods
Industrial Meat Cutters – jobs@hylife.com

If you are successful in securing an interview, you will be responsible for your own travel to meet with us and prospective employers in Manila, Philippines during the month of October 2020.

Immigration News: NBPNP Announces New Information Sessions in the Philippines


Throughout the month of February, new information sessions will be hosted in Manila, Philippines, for the New Brunswick Provincial Nominee Program (NBPNP). During these sessions, eligible attendees will be familiarized with the NBPNP program and the requirements to immigrate.

Session attendees will also receive information about the brand new Atlantic Immigration Pilot Project opening in March 2020.

The NBPNP is a provincial stream of Canadian immigration, governed by the Express Entry system. One of the requirements to be eligible to submit an application under the NBPNP is to submit an Expression of Interest (EOI) to the government of New Brunswick.

Changes to NBPNP Information Sessions

Previously, there were two ways to be eligible for an EOI:

  1. Have a connection to New Brunswick
  2. Have attended an NBPNP information session

As of now, only candidates who have a connection to New Brunswick are eligible to submit an EOI. Therefore, attending an NBPNP information session no longer guarantees eligibility for an EOI.

Eligibility Requirements for Manila NBPNP Info Sessions

  • Applicants must be between the ages of 22-55
  • Have a CLB minimum of 5.0 in either English or French
  • Completed a French or English (IELTS) language test
  • Have continuously worked for one year full-time (or an equivalent amount in part-time)
  • Work experience must have been paid
  • Must be a Filipino citizen
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For more information on who is eligible and how to register for the February sessions, please click here.


Manila Information Sessions

Recently, New Brunswick has announced that they will be hosting NBPNP information sessions throughout the month of February in Manila. These information sessions will only be available to Filipino citizens living in the Philippines or abroad. Throughout these sessions, participants will be given information on the upcoming Atlantic Immigration Pilot Project and different opportunities to immigrate to Atlantic Canada. This project is at the federal level and is a completely employer driven stream of immigration. This means that you must have a job offer from a designated Canadian employer working in Atlantic Canada in order to be eligible. Chosen applicants will receive permanent residence and a settlement plan in Canada for when they arrive.

In April 2020, New Brunswick has announced they will return to the Philippines for more information sessions along with major Atlantic Canadian employers who will be looking to meet directly with interested candidates. During these sessions, eligible candidates will get to connect and network with Canadian employers looking to hire. While a formal job offer from an Atlantic Canadian employer is required, a Labour Market Impact Assessment is not. Choosing to attend these sessions is highly encouraged for Citizens of the Philippines interested in working and living in Atlantic Canada.

For a list of info dates, please see the NBPNP website.

READ MORE:

At Canadim, we are experts in Canadian immigration law. Canadian immigration policies and practices change all the time. It’s our job to know what changes are coming, but we recognize that you’re hugely invested in the process too. That’s why we do our best to keep you informed about recent Canadian Immigration news.

News and Events

La version française du site Web Immigration TNO sera bientôt disponible. Merci de votre patience.
Dans l’intervalle, téléphonez au 1-855-440-5450 ou écrivez à immigration@gov.nt.ca pour obtenir de l’information. Merci.

News and Events

Employer Engagement Session — Hay River

The Department of Education, Culture and Employment is pleased to provide information sessions for employers in Hay River on the Nominee Program’s Employer-Driven streams. The sessions will provide information specifically tailored to employers on the Nominee Program’s Critical Impact Worker, Skilled Worker and NWT Express Entry streams, and will be followed by question and answer periods.

Two sessions will be held in Hay River.

August 29th 2-4 pm — and — August 29th 6-8 pm

12 Lepine Road, Aurora College, Hay River Community Learning Centre

Embassy of Canada in Manila

Address Levels 6-8, Tower 2
RCBC Plaza
6819 Ayala Avenue
Makati City 1200, Manila
Philippines
Phone local:
international:
international: +63.2.843.1082
Email manil-gr@ dfait-maeci. gc. ca
Web site http:/ / philippines. gc. ca

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‘Employee Engagement’ Is So 2020. Here’s What Companies Should Really Focus on, in 2020.

Leaders’ understanding of employee engagement is expanding. It’s no longer just about how employees connect to their role and the organization. Instead, employee engagement now includes all aspects of the employee experience. As a result, companies have to adjust their focus.

An August YouEarnedIt survey of 750 employees identified four key pillars to the employee experience: connection, meaning, impact and appreciation. Yet, the same survey found that only one of 10 employees felt their organization had created an awesome employee experience.

«Today’s competitive talent market means businesses have to differentiate from competitors, and those companies that put people, culture, and engagement first, will have a greater ability to attract and retain the best talent,» Autumn Manning, co-founder and CEO of Austin-based employee engagement platform YouEarnedIt, said via email.

Manning added that most company leaders mistakenly assume that engagement and employee experience are «HR» problems. But every interaction an employee has at work ties back to his or her experience.

Want to improve the employee experience in your organization? Create the best scenario by modelling other companies successfully tackling this issue:

Having strong connections to colleagues, managers, the company and the community

Five years ago, the CEO of Farm Bureau Financial Services in Des Moines, Iowa, challenged its leaders to help employees connect with the company vision and mission. Over the next year and a half, this insurance and investment agency rolled out several initiatives to spotlight the company’s core beliefs.

«Our CEO believed employees would be more engaged and work harder if they understood the connection between their work and the purpose of our organization,» Karen Rieck, the vice president of human resources, said by email.

As a result, Farm Bureau Financial Services saw a great improvement in its employee experience. Its latest engagement survey found that employees rated their understanding of how their job contributes to company success an average 6.2 out of 7. When asked how well they understood the company’s values, employees gave an average score of 6.3.

Even tiny changes in the office can make all the difference. For instance, the agency changed all the computer screen savers to a list of company values as a daily reminder of what the company stands for. Take a similar route at your company and post your mission statement throughout the office.

Knowing that your company, and the work it does, has purpose

Last year, Boston-based marketing firm Acceleration Partners revisited its vision. As a result, its «Vivid Vision» document was born. «It talks about our vision, values, goals and how employees all fit into this equation,» Robert Glaze, founder and managing director, said via email.

He recalled how he passed the document around the organization to get feedback from employees and how this helped to get everyone on the same page and enthusiastic about the company’s future.

Go one step further: Revisit the meaning of each of your employees’ efforts during feedback sessions. Tell people how their performance has supported the company vision. Get specific so employees will see how their individual actions made a difference.

Helping employees impact their colleagues and community in meaningful ways

At Car2go’s North American offices, impact is difficult since employees work in 11 different locations. The car-sharing company has worked to overcome this challenge by using a peer-recognition platform. Co-workers now show one other appreciation and stay plugged into what’s happening in other offices.

«According to recent internal survey results, the North American employee population scored much higher in the ‘recognition and appreciation’ category,» Lauren Hakim, the Austin-based director of human resources, said in an email. «This can be attributed to North America being the first and only location globally to have implemented a recognition platform to improve employee experience.»

Find a way for employees to track their impact within the organization. This can be with a mobile recognition platform or something much simpler. For example, create a space in the office where employees can hang stories of how a particular co-worker has made their own jobs easier.

Offering specific, real-time appreciation for the work done by the people who matter most

«Two years ago, employees told us they wanted more day-to-day recognition,» Karen Gaydon senior vice president of employee success, at San Mateo, Calif.-based order-to-cash platform Zuora, wrote via email.

To answer this request, the company rolled out a pilot appreciation program. The key factor that made a difference was the ability to tag each instance of recognition to a core value of the company. This showed employees they were doing great work that helped define the organization as a whole.

When recognizing an employee, make it clear how their actions positively reflect your company and its mission. By showing this appreciation publicly, you’ll give the individual and other employees a better idea of what’s important to the organization.

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