“A 2017 Gallup report found only 33 percent of US employees said they were engaged at work. This surprisingly low rate has serious consequences: their actively disengaged colleagues are estimated to have cost the US between $483 and $605 billion annually in lost productivity.”
Original source: Transform Your Corporate Culture With These 5 Proven Steps
“More than 70% of employees surveyed in tech do not trust HR, according to a new Blind survey. Only 26% of respondents said they do trust HR, and another 4% said their companies have no HR department. The survey, which Blind conducted through its mobile app, collected responses from more than 11,000 users…. In a previous poll, Blind found that 42% of users wouldn’t feel comfortable reporting cases of sexual harassment to HR, and 41% have witnessed or experienced retaliation.”
Original source: People don’t trust HR
If people don’t fill out the HR survey, there’s a higher chance they’re about to punch-out: “People who don’t fill out either of our two annual surveys are 2.6 times more likely to leave in the next six months.”
Original source: Employee Surveys Are Still One of the Best Ways to Measure Engagement
“German employees’ discretionary effort fell below the global industry average, according to the latest worldwide research by Gartner. High employee discretionary effort, which is the willingness to go above and beyond in one’s job, was reported by 12.6 percent of employees in Germany in 1Q18, a nearly four percentage point drop from the previous quarter and below the global average of 15.2 percent.”
Sort of a weird survey, over 22,000 people globally.
Hot take: I’m sure employees would be very willing to go “above and beyond” if employers compensation also went “above and beyond.”
Original source: Gartner Says Employees in Germany Report Lower Discretionary Effort than Global Average
“All the ‘demands’ millennials have that people think are so outrageous are things everyone wants–work/life balance, recognition when they do a good job, a sense of purpose–this is all stuff managers should be giving to their employees, anyway,” says Michael Greer, a digital marketing consultant who has led employee training and development initiatives for over a decade. “The complaints and demands you’re hearing from your millennial employees are the same ones everyone else is grumbling about where you can’t hear them.”
Original source: Why Are We Still Talking About the ‘Millennial Problem’ in the Workfor
“I get to see your face during this podcast,” Matt says as we start talking about SpringOne Platform. Both of us were there and we recap Matt’s talk on managing 10 Pivotal Cloud Foundry instances, namely, how they figured out using a Concourse pipeline to automate much of that management. We discuss “how to do the transformation” talks we liked, like the Citi talk.
In addition to some other random digital transformation topics, we also discuss how HR policies are struggling to change with things like pair programming and DevOps.
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Show-notes and Links
Beards considered a career retardant: “For men, that may mean getting rid of a beard or mustache, since almost one-quarter (24%) of these managers objected to facial hair.” Other fun facts like don’t be a sour-puss.
Want a promotion? Cheer up and be on time
According to the Faber-Novel study, almost 50 percent of LinkedIn’s revenues come from its talent solutions offerings. The company updates its code three times a day, which helps fuel a rapid development cycle, continually offering premium services to see what has most resonance.
Am I wrong to think that LinkedIn would be a good investment? Too late?
LinkedIn’s Market Cap Passes Salesforce, Long The Bellwether Symbol Of Cloud Services