Employee Engagement

Remote work is becoming increasingly popular. However, the workplace has traditionally been a common location for meeting and developing friendships that extend beyond job interactions. How does this popular trend affect an employee’s social life?

When it comes to deciding on a career path, “follow your passion” gets thrown around frequently. While it certainly sounds good, it doesn’t appear to be practical. Studies show this advice may be oversimplifying, at best, and actively detrimental, at worse.

76% of employees are planning to stay with their current employer no longer than five years. This figure should be sobering to employers, as employee retention and high turnover rates can directly affect a company’s bottom line.

As organizations continue to leverage data and analytics to create high performing teams, one practice that’s growing in popularity is the use of personality profile tests in the workplace. However, employers should be wary of unintended consequences.

Compensation is still important, but 4,000 participants in a recent survey by Wrike revealed factors other than money that made them happy in their jobs.

Implementing a wellness program isn’t a one-step solution. It requires a culture shift that is reflected in policies, programs, procedures, and behaviors the company displays. The only way to make that change is with the buy-in of senior executives, the CXOs. Here's how to get their support.

With a tight employment market and the well-known struggle to create employee engagement, employers are trying to figure out what makes employees happy at work. Salary, for sure, is one aspect, but surprisingly, it is not the be all and end all. Here are some research-backed suggestions.

Just as millennials are unique relative to other generations in regard to how they shop, work, and play, they are also distinct in their approach to wellness. Baby boomers may be the kings of “no pain, no gain,” but the 56 million millennials in the U.S. approach exercise and health differently.

Generation Z, those born in 1995 or later, has begun to enter the workforce, projecting an altered set of needs from that of their preceding generation. How can businesses create work environments and employee experiences that will attract the best talent from this generation?