Posts

Mindfulness at Work

4 Tips: How to Cultivate Mindfulness at Work

Mindfulness by definition is, “the practice of maintaining a nonjudgmental state of heightened or complete awareness of one’s thoughts, emotions, or experiences on a moment-to-moment basis.” Seems simple enough, right?

However, achieving a state of mindfulness as defined above, while balancing the busy schedule of a working professional seems like another impossible task on the grand to-do list. According to the Global Wellness Institute, the health and wellness industry hit a record high of $3.4 trillion dollars in 2014, and that number continues to grow as more and more businesses seek to launch health and wellness initiatives of their own.

While mindfulness is a highly personal state of being, to me, it is the feeling of being more aware of myself and what’s happening around me. This takes dedication and a willingness to be fully aware of even the most-minute aspects of my daily life, both at home and at work. It may feel awkward and uncomfortable at first to carry this mindset over into your work life, but with time, mindfulness can give you the tools to handle the ups and downs of office culture. No matter how you achieve it, once you experience the effects of having a mindfulness practice, it can help you to successfully navigate all areas of your life.

To get started, here are four areas of focus that will help cultivate a mindfulness practice within the office:

  1. Awareness and Breath

Despite the ubiquity of health and wellness programs in contemporary office culture, it feels as though our society is more stressed than ever. Most of us work at least 40 to 50 hours a week, and then juggle personal tasks like looking after kids/pets, rushing to the gym, staying in touch with friends, a monthly book (read: wine) club, etc.

Our lives get so jammed packed, we need multiple calendars just to keep up with it all. The American Psychological Association found that “…money and work are the top two sources of very or somewhat significant stress (67 percent and 65 percent in 2015.)”

Next time you are feeling overwhelmed or out of control, take a few minutes to simply take some deep breaths. By completing the easy task of breathing, you are already more mindful because you acknowledged how stressed you felt before reacting. From there, take it one step further by aiming for balanced breath; equal lengths of inhaling and exhaling through the nose. I like to count to four in my head while breathing in and then repeat the cadence while exhaling.

While continuing this breathing exercise, observe how the signs of stress in your body reveal themselves. Were your shoulders up to your ears? Was your jaw clenched? Is your breath short and chest tight? Legs constantly dancing?

After you’ve identified the symptoms of stress, try to relax that specific area of tension by at least 20%. As little as 2-5 minutes of controlled breathing will bring you to a greater state of control over your feelings and help take your physical being out of fight or flight mode. By increasing circulation to the brain and slowing your heart rate, you’ll have greater clarity, allowing you to better assess the situation at hand. If you would like to go one step further and give meditation a try, Headspace is a great app for beginners.

  1. Forgive Yourself

Gary Hamel, one of the world’s most influential business thinkers said, “You can’t build an adaptable organization without adaptable people.” To me, the essence of this quote is understanding that none of us are superheroes; it can be very difficult to finish everything within the work day and still live a balanced, healthy personal life.  This is why it is crucial to let go of any emotional baggage you might carry with you, in both your personal and professional life.

Forgiving yourself when things are not going as planned is critical in accepting the way things truly are and gives us the ability to move forward toward a more productive mindset. Feeling guilty, mad or frustrated can render us unwilling to be open-minded.

Instead, use this as a learning experience to reflect on what you can do better next time these feelings of frustration emerge, focusing on understanding why the end goal is important and then letting go of whatever is out of your control. Flexibility within the workplace is key to success, regardless of the environment in which you work. Behind every great person, company or business success, there was probably a moment where the prospect of failure was faced and overcome. The difference between losing and victory was likely a reinvention or evolution of an approach that turned failure into triumph. So make a conscious effort to learn from difficult situations in the moment and then, let go.

  1. Lighten Up

If you’re a “Yes Person” like me, your workload can rapidly become overwhelming. One way to counteract the weight of a stressful week at work is to lighten up and laugh more often. If you’re laughing while reading this, you’re off to a great start.

We’ve all had moments when things took a wrong turn and it feels like the WORST has happened. In these situations, it’s hard to remove the typical ‘should have, could have, would have’ narrative that is on constant loop in your mind. Next time, break the habit of being hard on yourself by focusing on a positive aspect. Ask yourself: what is it that is making me so upset? Why do I feel like this is so important?

Once you have answered the questions above, approach this situation with gratitude for what you DO have, it will likely help illuminate the problem and help reshape your frame of mind from “this is what I need to do… [Fill in what you are dreading]” to “this is want to do because… [Fill in what you are grateful for.]”

If you still need a lift, reach out to your colleagues; the people around you are there for support and will offer much needed perceptive on some of the challenges you’re facing. Try spending lunch with a good friend or co-worker to brighten your spirits with fresh energy and bring you back to the reality of what’s truly important. After all, “An optimist laughs to forget; a pessimist forgets to laugh.” – Tom Nansbury

  1. Recognize Others

The average American spends over 2,000 hours a year in the office, which means aside from sleep, we are spending more time with co-workers than anyone else in our lives. This is why ‘working with great people’ is such an important core value for many working professionals.

Recognizing the fact that your team plays a major part in creating a positive office environment is crucial for work happiness. Treating work relationships with mindfulness will open your eyes to the great things people are doing around you every day.

In, The Neuroscience of Trust, published by The Harvard Business Review, the author states, “Neuroscience experiments by my lab show that when people intentionally build social ties at work, their performance improves.”

A Google study similarly found that managers who, “express interest in and concern for team members’ success and personal well-being outperform others in the quality and quantity of their work.”

In the daily flow of work, a simple ‘thank you’ can go a long way to boost morale. The inverse is also true: communicating negative aspects of work can have a detrimental effect on office culture. Unfortunately, it is much more common for workers to receive communication about the negative aspects of work or area where their performance was perceived as lacking.

We have all received an email from a boss on what needs to be changed/improved/updated. In comparison, when was the last time you got an email stating all of the great things you and your department has been doing? If you have received praise for a job well-done, didn’t it inspire you to continue the actions that led to the business success you were lauded for? Bringing to light the exceptional actions of you and your co-workers has much more weight to then the contrary.

A company that fosters a culture of mindful employees leads to a team that is recognizing, communicating and celebrating the accomplishments that make the organization successful. Increased employee mindfulness will also contribute to reduced stress, increased productivity and a better bottom line for the company; a win-win for all.

For more information on creating a culture of recognition and improving the way you and your colleagues feel about work, check out, “Top 5 Ways to Boost Employee Morale,” on the Achievers’ blog.

Learn More Red CTA Button

 

 

About the Author
Phoebe Licata
Phoebe Licata is an Employee Engagement Consultant at Achievers by day and inspirational yogi by night. Her endless positivity propels her along her journey of consulting with companies on their employee engagement and rewards & recognition strategies. Connect with her on LinkedIn to talk about how to make your employees happy, engaged, and more productive at work!

 

 

 

Employee Engagement and Performance

Why Recognition Is Essential to Employee Engagement

When I entered the workforce in 1997, I wanted to find an employer that would offer me a long and fruitful career; a goal I shared with the Baby Boomer generation before me.

While this has been the experience of my wife, who has enjoyed 17+ years of employment with the company that recruited her out of college, I’ve worked for six companies in the almost 20 years since I graduated. One of the biggest things I’ve noticed? The social contract between employer and employee has changed.

Currently, the tenure of a knowledge worker is less than three years at a single company, and with the steady emergence of the “gig-economy,” I fully expect that number to continue decreasing over the next 10 years.

The rising cost of recruiting and retention accentuates the need, now more than ever before, for employers to do all they can to attract and retain high-performing individuals.

Tap into discretionary effort for maximum performance

I’ve had the good fortune of managing teams for the past 10 years. In that time, I’ve learned a great deal about how to get the most out of people.

To me, the goal of any good leader should be achieving maximum performance by tapping into the discretionary effort of their team members. By discretionary effort, I mean the level of effort people could give if they wanted; above and beyond the call of duty.

I always tell potential candidates that by hiring them, I’m purchasing 40 hours of their time per week, but my underlying intent is to tap into any discretionary effort they’re willing to exert by aligning their objectives to the success of their team, and the greater organization. To accomplish this, a clear understanding of the link between an employee’s efforts and business success is key.

Recognition for improved employee engagement

Employee recognition should be a tool that all leaders have at their disposal to elicit maximum effort from the individuals that value it (keeping in mind that not everyone does). Almost 70% of workers say they’d work harder if they felt their efforts were better appreciated.

Often, when employees feel valued, engaged, and emotionally committed to their work, they’re willing to go the extra mile for their company. The Corporate Leadership Council studied the engagement level of 50,000 employees around the world to determine its impact on both employee performance and retention. Two of the many important findings from this report were:

  • Engaged companies grow profits as much as 3X faster than their competitors.
  • Highly engaged employees are 87 percent less likely to leave the organization.

In the past, employee recognition was sporadic, often focused on tenure instead of performance. Sometimes it happened in public forums where leaders celebrated an individual’s accomplishments in a top-down fashion. Most of the time, recognition was given at the individual level in private conversations or correspondence (such as a performance review), likely not often enough to have a meaningful impact on employee engagement.

With the advent of the digital workplace, recognition can and should be given with more visibility and frequency; the end goal being a workforce made up of engaged employees.

Creating an engaging digital experience

Having tools that promote engagement and recognition is becoming essential to HR and IT initiatives in the evolving digital workplace. According to Aon Hewitt’s 2017 “Trends in Global Employee Engagement,” study, Rewards and Recognition ranked as the strongest engagement opportunity this year. But you need to find the right technology partner to help you provide an experience that your employees love to use in order for it to pay dividends.

I speak with companies daily that are faced with the challenge of replicating their “brick and mortar” culture in a digital environment. With their workforce spread out across offices, geographies, and time zones, they need to provide an employee experience that allows individuals to meaningfully connect to the company and their colleagues.

While many tools exist, those that focus on interoperability are the ones that are having the most impact. With the overwhelming quantity of tools and applications that exist inside an organization today, it’s critical to offer an integrated experience that plays to the strengths of each individual solution, resulting in a more efficient use of the entire technology portfolio.

To learn more about the impact employee recognition can have on engagement and performance, check out Achievers’ “Ultimate Guide to Employee Recognition”.

Learn More Red CTA Button

 

 

About the Author
Chris Myers Igloo
Chris Myers is VP Partnerships & Alliances for Igloo Software, a leading provider of digital workplace solutions that help companies build inspiring digital destinations for a more productive and engaged workforce. Chris owns overall partner strategy for Igloo and is responsible for three programs – Technology Alliances, Channel Partners and Developers. Connect with him on LinkedIn.

 

 

How to Empower Leaders to Become Engagement Champions

Creating an engaged workforce is critical to business success. Engaged employees positively impact retention, absenteeism, productivity, customer ratings, profitability, and many other business outcomes – as outlined by Gallup. Sadly, only 32% of U.S. employees are engaged – meaning they are “involved in, enthusiastic about and committed to their work and workplace.” And the numbers are even worse beyond our borders, with engagement standing at a mere 13% worldwide! While leading organizations are aware of the problem and are actively seeking solutions, many are not seeing a good return on their engagement investments. As customer training manager at Achievers, I often work with organizations who are excited and committed to improving employee engagement, but they don’t really know where to start. I think part of the problem can be solved by clarifying who’s responsible for improving day-to-day employee engagement.

While I completely agree that HR is responsible for managing many of the programs and practices that impact and measure engagement, we can’t stop there. So who exactly has the greatest potential to influence day-to-day employee engagement in our organizations? Leaders. Leaders at all levels, especially at a senior level, have an obligation and a responsibility to drive employee and business success by becoming engagement champions. It is a commonly accepted business truism that people leave managers, not companies. Managers are the people that employees must interface with on a daily basis and with whom they have their most meaningful and impactful interactions with (both positive and negative). Because of the outsized impact they have on employee engagement, leaders and managers must learn what levers to pull in order to foster engagement on their teams.

It has been found that one of the most effective ways to drive engagement is through recognition. In fact, when asked what leaders could do more of to improve engagement, 58% of respondents to a recent survey replied “give recognition.” But employee recognition is just one piece of the employee engagement puzzle, albeit an extremely important one. What else can leaders do to help them become an engagement champion? Josh Bersin’s Simply Irresistible Organization model highlights five elements that drive employee engagement, and I believe leaders should use this as a guide in their role as engagement champions.

Josh Bersin's Simply Irresistible Organization model

Josh Bersin’s Simply Irresistible Organization model

Employing Josh Bersin’s Simply Irresistible Organization model and embracing employee recognition is a great place to start for leaders hoping to become engagement champions. [Josh presented the Simply Irresistible Organization model at the Achievers Customer Experience (ACE) conference back in 2014. You can watch his full presentation here if you’d like to learn more.] But how can organizations help accelerate their leadership’s path to becoming engagement champions? To begin with, they can use the following strategies to coach, develop, and support them on their journey.

Train leaders

Leaders need to be equipped with the knowledge and skills to drive employee engagement. Training should focus on why it’s important, how it can benefit them in their roles, and what they can do to improve engagement. This could take the form of short videos, bite-sized eLearning courses, formalized training sessions, intuitive reference materials, or other ways you train leaders. Leverage the expertise of your L&D team and align any training with their initiatives and programs.

Communicate frequently

Since leaders are often busy people, they need to be reminded on a regular basis of practical tips for engaging their team. The model above provides a starting point, but regular communications can help to reinforce what you expect of leaders and the ways in which you are supporting them, including: training, technology and mentorship.

Enable them with simple tools

As Deloitte points out, “people are overwhelmed with the volume and always-on nature of messages, email, information, and work related activities,” so it’s important that engagement tools are easy to use for employees and leaders alike. Leaders need tools to frequently measure engagement, provide actionable insights, and support their engagement efforts.

When considering who to partner with to support your engagement initiatives, there are many to things to consider. First, you need to identify your needs. Many current software solutions focus on only one aspect of employee engagement, such as recognition or pulse surveys. Others, like Achievers, offer a more complete engagement solution. One that enables social and points-based recognition, results-based incentive campaigns, wellness initiatives, innovation programs, pulse surveys, actionable insights, and more.

Next, you should consider what you want the employee, leader, and administrator experience to be with your software solution. The Achievers platform is designed to be an intuitive experience for all users, regardless of what device it’s accessed on. Finally, you should consider only those providers who will be a true partner on your engagement journey. Since its founding in 2002, Achievers has partnered with hundreds of organizations to improve employee engagement and positively impact business results.

By clarifying who’s ultimately responsible for day-to-day employee engagement and empowering leaders to become engagement champions, organizations can create an engaged workforce and see business success. To learn more about how to become an engagement champion, download The Ultimate Guide to Employee Recognition.

Download Guide Red CTA Button

About the Author
Mike VickersMike Vickers joined Achievers in January 2014 to lead customer training and education. He has spent over six years designing and implementing learning and performance strategies for organizations of all sizes. Mike is passionate about transforming organizations through effective learning solutions, innovative technology platforms, and modern HR practices. Connect with Mike on Twitter (@MikeVickers) or LinkedIn.

 

 

Case for Employee Recognition

Why Employee Recognition Matters

Do your employees feel recognized? Think carefully, because over 65 percent of employees report they don’t feel recognized at work. And lack of recognition just happens to be the number one reason why employees quit. Employee recognition drives employee engagement, and with higher employee engagement come lower turnover rates and stronger business results. Engaged employees perform 20 percent better and are 87 percent less likely to leave their organizations than their disengaged colleagues. Also, companies with the most engaged employees report revenue growth at a rate 2.5X greater than their competitors with the lowest level of engagement.

So, how do you start building your case for an employee recognition strategy? Start with The Case for Employee Recognition E-Book – an all-in-one guide that highlights everything you need to know about employee recognition. It details where the modern-day workplace is heading, why employee recognition is invaluable for businesses, and ultimately how to secure senior management buy-in. Below are some key takeaways from The Case for Employee Recognition E-Book that every HR professional should be aware of:

The ever-changing workplace

The workplace is constantly evolving and it’s important to be aware of where it’s heading. Organizations are no longer hierarchical and top down, but instead collaborative and bottom up. Baby boomers are retiring faster than young workers can replace them, intensifying the war for top talent and putting the ball in the millennials’ court. By 2018, it’s expected that millennials will make up more than 50% of the workforce.

Case for Recognition Gen Y Chart

The Case for Employee Recognition E-Book

Why employee recognition is a need, not a want

It’s simple: employee recognition positively impacts employee engagement and drives business success. According to Gallup 80 percent of employees said recognition is a strong motivator of work performance and 70 percent said they would work harder with continuous recognition. With $8 billion in assets and 260,000 customers, Meridian Credit Union saw a measurable, positive impact after implementing a rewards and recognition program.

“Analyzing the impact of engagement by comparing the top and bottom quartile of engaged employees showed that each highly engaged employee (top quartile) was responsible for over $2 million in growth, while each of the least engaged employee (bottom quartile) were responsible for $1.29 million.” – In regards to Meridian Credit Union, The Case for Employee Recognition E-Book

How to secure senior management buy-in

Hopefully now it’s clear that both your business and employees can benefit from employee recognition. But how can you get senior management on board? Start with the data. Numbers don’t lie and leaders will pay attention when you present them with ROI numbers for engaged workplaces, its impact on financial performance, and how recognition is a key driver of both. All this valuable data and more is presented in our new eBook: The Case for Employee Recognition.

Learn how employee recognition promotes engagement, creates an infectious work culture that retains top talent, and improves overall customer satisfaction by downloading The Case for Employee Recognition E-Book.

Download EBook Red CTA Button

 

 

About the Author
Kellie WongKellie Wong is the Social Media & Blog Manager for Achievers. She manages Achievers’ social media presence and The Engage Blog, including the editorial calendars for both. In addition to writing blog content for The Engage Blog, she also manages and maintains relationships with 20+ guest blog contributors. Connect with Kellie on LinkedIn.

 

HR Achievers AACE

The New Face of HR

product spotlightThe HR space is in the midst of a dramatic upgrade, and this year’s #AACE14 conference proves there’s a new face to human resources.

As a newcomer to the space—I joined Achievers in San Francisco last week—I have to admit, I had a few preconceived ideas about what an HR conference would look like.

Yet, when I hit the conference floor this morning, I felt like I was walking in on the latest, Silicon Valley darling’s newest product launch. Even at 7 AM, the mood was electric, and excited attendees chatted over coffee while exchanging social media handles. It was all very sexy.

Not exactly the stuffy, rigid, image of HR professionals I was used to. But, after spending the day with this group, I’m happy to say my perception of HR is forever changed. Gone is the notion of a matronly HR administrator, cloistered in an office far away from the team, buried behind a towering pile of personnel forms and employee handbooks.

After just one day with the esteemed group attending #AACE14, it’s clear there’s a new face of Human Resources. Here’s what they look like:

Innovators

Not one single person here today is satisfied with the status quo. Like any other disruptive technology or movement, innovation is at the heart of everyone involved, and the result is impressive. From exciting product innovations, to groundbreaking corporate initiatives making employee recognition a priority, the event was bursting with ideas and enthusiasm.

In the past, HR was plagued with the reputation of being an inflexible, necessary evil. After what I’ve seen today, that reputation no longer applies, and innovation is the new normal for HR.

 

Risk Takers

Using the word “risk” in same sentence as “human resources” might sound, well, risky, but it’s not. After listening to a handful of companies share their stories about implementing employee engagement platforms, one thing was clear; this wasn’t an easy sell. While just about everyone on the planet acknowledges being recognized for a job well done is welcome feedback, not everyone understands how that’s done—or is willing to take on the challenge of figuring it out. None of those people where in attendance today. Fortunately, today’s HR professionals are fiercely dedicated to their craft—not to mention fearless. Not only do they have to convince a tough crowd of executives that employee recognition is a worthwhile investment, they also have to convince armies of employees. Change can be a challenge, but the dedicated professionals here today, are taking it head on, and we’ll all be thanking them for it, soon.

 

Humans

Yes, human. A resounding battle cry throughout the day, was that we need to put the “human” in human resources. Whether it was highlighting the need for focus on developing relationships, to understanding the value of social recognition, everyone here today agreed—we’re all humans. Every piece of technology, every campaign, every initiative, had one thing in common; we all need the human touch. As our founder, Razor Suleman, said in his keynote this morning, “This is about the conversation, not compliance.”

 

The power and energy at this conference is infectious. I spent over 15 years of my career, seeing my colleagues in HR one way, and after just one day at #AACE14, I’ll never see HR the same again.

 

Best Companies in the World

Learn from the Best: The Most Amazing Companies in the World

Are you ready to feel inspired and motivated by some of the top companies worldwide?

With new businesses popping up everywhere, “fun and hip” companies are pretty widespread. Businesses claim bragging rights based on all sorts of measures, like great benefits, cool products, flexible work hours, and free lunches. So how can we differentiate these surface-level trendy workplaces from truly amazing companies?

One way is to ask the company’s building blocks – its employees. Unfortunately, based on measures of employee engagement, amazing workplaces are not quite as widespread as they appear. According to Gallup, only 13% of employees worldwide are engaged (17% in the UK, 29% in North America and 14% & 11% in Western Europe and Central & Eastern Europe respectively). The workforce is rapidly changing, and organizations need to find ways to recruit, retain and inspire top talent that go beyond a slightly above average 401K plan.

The Achievers Webinar Series is pleased to invite you to an exciting [webinar] that will share with you best practices based on two years of extensive research into a few of the world’s most Amazing companies. These are companies that break through traditional business models to inspire and engage their employees – every day.

REGISTER TODAY to learn what great companies are doing to help engage their employees and drive tremendous business results across the globe.

UK Webinar Image

MGM Resorts International and Achievers

MGM Resorts: 2 Takeaways from a Game-Winning People Strategy

What does it take to implement a remarkable employee engagement strategy?

Last week, Achievers had the pleasure of hosting Christopher Henry, VP of Talent and Organizational Development for MGM Resorts International, on the webinar titled, How to Put Employees First to Win Customers. Chris shared with us how MGM’s investment in the development of their people and culture is largely responsible for the brand’s amazing turnaround.

This isn’t the first time we’ve been exposed to MGM’s awesome People Strategy; MGM submitted a stellar application that won them a spot in the Achievers 50 Most Engaged Workplaces™ Awards in 2013. Since last year, MGM has continued to shape and improve its employee engagement plan to adapt to a growing company and workforce.

Christopher highlights four of the Eight Elements of Employee Engagement™ responsible for the biggest improvements in employee performance and happiness at MGM. Under each dimension, he provides an impressive list of initiatives. Here are three of my favorites:

–          Unified Vision, Mission, and Core Values

  • MGM makes sure all employees are united under a common mission and educated on what MGM stands for. When employees are working towards a common goal, communication and teamwork improve.

–          Effective Communication and 2-Way Feedback

  • All employees have the opportunity to give and receive both real-time and milestone feedback. Managers are then held accountable for proposed changes by the “YOU SAID IT, WE DID IT” initiative.

–          Corporate Mentoring Program

  • Managers and directors are assigned coaches two levels up from them (i.e. Managers paired with VPs) to solidify the mentee’s development of MGM’s seven core leadership competencies.

Selecting just three highlights was difficult – MGM’s People Strategy is pretty high-level. In fact, for an outside company trying to come up with or revamp an employee engagement strategy, MGM’s approach might be a little intimidating. Thus, I think it’s important to consider the following two points:

1.       There really isn’t a “one size fits all” employee engagement strategy.

Every business is different, every company culture is different, and most importantly, the workforce is constantly evolving. MGM’s approach of focusing in on individual elements of employee engagement works very well for them – but a more holistic approach might work better for a smaller business. A great employee engagement strategy is unique to that company and adapts to corporate changes and the always-evolving workforce.

2.      A superior employee engagement strategy takes time – and effort!

Implementing a new people strategy isn’t easy; it tends to be a lengthy process with many steps – researching and evaluating employee satisfaction, analyzing data, devising a strategy, implementing that strategy, evaluating its effectiveness, and making changes as needed.

It’s important to remember that big shifts in engagement rarely happen overnight. But take it from MGM – that extra investment in time and effort WILL be worth it.

Hear it for yourself! Tune in as Chris shares all the specifics on MGM’s game-winning People Strategy on “How to Put Employees First to Win Customers.”

Watch On-Demand

Chris Henry

MGM LOGO R

 

Learn what top employers are talking about: Engagement drives business success

retention
Top employers realize that engagement is an effective tool to boost bottom-line results through alignment and increased productivity. Most importantly, engagement also helps to build a competitive employer brand that attracts, retains, and inspires the best and the brightest talent.

We recently interviewed Kimberly Rath, co-chairman of Talent Plus, which has been recognized as one of the Achievers 50 Most Engaged Workplaces™ in both 2011 and 2012 for their leadership and innovation in engaging their workplace. The Achievers 50 Most Engaged Workplaces Awards will recognize 50 U.S.-based companies as well as 50 Canadian companies in 2013. Specifically, Talent Plus has been recognized because of their vision, values, hiring protocol, and that they value being a purpose driven workplace.

Read more →

Take our survey on business success and get free HBR research

hr_trends_and_analyst_findingsAchievers and Harvard Business Review are working on a new research study called The Science of Business Success. By participating in the study, you’ll help us better understand the relationship between Employee Success™ and business performance.

The survey takes just a few minutes of your time, and your responses will remain completely confidential. All responses will be analyzed in the aggregate only.

To thank you for completing the survey, you’ll receive a bundle of three Harvard Business Review articles on the subject of employee engagement and business success, as well as a summary of the survey results when they’re available.

Help shape our understanding of business success and take the survey now.