June 2016

You hear a lot about the the important role managers play in employee engagement. According to Gallup, managers can account for a 70 percent variance in employee engagement scores at an organization. They’re the ones who put engagement plans into action, and help coach greatness out of front-line employees. But what about their own engagement? It can be easy for

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Strong growth is something most entrepreneurs hope for, but it can mean big disruptions in the way your team communicates. With everyone focused on scaling up, things like culture and internal communication can fall by the wayside. That was the problem Assurex Health was facing after going from four employees to 250 in less than seven years. A recent article

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Talmetrix is on a mission to recognize companies and leaders that achieve high performance through engaged cultures. We’re spotlighting companies where employees are proud to work and are doing great things, but their stories might not make headlines. Great cultures and employee engagement aren’t built on crazy perks, but in the way people work, the type of people hired and

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Every company wants to be more productive, no question. It’s the “how?” that gets problematic. You could add more staff, or ask people to work longer hours, or even simply exhort them to “work smarter, not harder.” Each of these options has its own drawbacks, of course, including higher costs and the risk of burnout. There’s a better way. By

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No one would balk at getting more money in their paycheck. But beyond a raise, what are employees looking for? In a recent study from Fidelity, 25- to 35-year-old employees said they’d be willing to give up an average of $7,600 in pay for perks such as a good work-life balance. Those perks can go a long way toward boosting

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Engagement efforts are really all about change management. When you learn how your employees feel about their work, you’ll likely identify changes you should make. Change can be disorienting, but you’ll find the rewards are worth it. Engagement has a direct effect on the bottom line. Here are three ways engaged employees will grow your business. They’ll Like Their Work

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We’re big fans of small, frequent surveys. As organizations of all sizes examine the annual review and find it wanting, pulse surveys that serve as a quick check-in for employees are becoming more popular. A recent article in the Harvard Business Review looks at how John Deere has started to survey employees every two weeks — and at the results

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Retention of top performers is something many companies sweat over. Replacing any employee can be an expensive endeavor, but losing a top performer can be a real blow to a department or division. Top performers tend to be engaged by slightly different drivers than the employee population as a whole, so it’s important to understand the difference. Focusing on these

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You’ve probably got a couple of rockstar employees who come to mind when you think of “high performers,” but what if most of your employees were working at the top of their game? What if all of your employees were high-performers? What if you could build a culture at your organization that attracted and retained top performers across the board?

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CrossChx: Spotlight on an Engaged Culture This week, we’re highlighting CrossChx, a healthcare technology company based in Columbus. Brian Rutkowski, vice president, resources shared how CrossChx has created an engaged culture. A highly accomplished and fiercely competitive recruiting leader, Brian knows how to find the right person for the right role, to build teams that become second families. Prior to

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