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Saving for retirement is never easy, but with a little assistance it doesn’t have to be the difficult journey that many make it out to be. In the 2016 American Century National Survey of Plan Participants, more than 80% of retirement plan participants replied that they would like their employer to give somewhere between, “a slight nudge” and “a kick in the pants” to save more for retirement. Nine in ten participants said it would be at least somewhat important to tell their younger selves to save more.
There are a number of benefits for both the employee and employer…
If you asked leaders of large organizations to describe their ideal culture, you would most likely hear the word “engagement” in their response. Whether they view engagement as a step toward a better culture, a desired characteristic of it or the leader’s role in cultural development, many feel the urgency of getting their workers engaged and are looking for the best ways to make it happen.
A search for winning employee engagement strategies led me to Monica Panetta, Director of Human Resources at Genomind, a personalized medicine company advancing mental healthcare through genetic testing. I recently talked to her…
It’s finally happening! Many organizations are beginning to have honest conversations about the adversities surrounding the annual performance review cycle. The conventional methods of performance management are inefficient, complex and create inconsistencies across the business so the process is, more often than not, perceived as unfair.
The conventional method is very time consuming and less effective when compared to some of the new trends we are seeing out there. Consider your performance management process:
How long does it take the employee to complete the self-assessment?
How long does it take the manager to complete the final review?
Ineffective, inaccurate, time consuming, unfair – these words are often associated with the annual performance review cycle. Unfortunately, many companies struggle with these and other glitches caused by conventional performance management strategies.
The first issue is that the conventional method of performance management insinuates that managers only need to speak with their employees about their performance one time per year. The negative consequences of this are endless. With such a time lapse, the employee and the manager often have two glaringly different perspectives of the individual’s performance. If I’m working all year on a project and have received no feedback…
