To realize the cultural, financial and performance advantages that come with an engaged workforce, make engagement an everyday priority.
For long-term success, organizations need to balance expediency and customer service.
Whistleblowing claims need to be approached carefully, or organizations can make themselves vulnerable to litigation.
Under the FLSA, if an employee works off the clock by their own initiative, even if the supervisor told him or her not to, the organization is still liable for damages.
Professionals new to leadership roles need to invest time for two-way communication.
Managers should make sure their employees are aware of new opportunities, and lend guidance when appropriate.
Peer-to-peer recognition requires few organizational resources and can improve motivation and morale.
Gender equality should be a clear priority for every employer.
Whether it is a problem with the manner in which the employee conducts him or herself in the workspace, or regular shortfalls in productivity, it is the responsibility of the manager to take action.
As more organizations increase employee development spending, those that forgo training could soon fall behind.