Building Great Places to Work

August 17. 2012

Case Study: Recognition Program

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August 17. 2012

Background

Ryan collected employee feedback via employee engagement and satisfaction surveys as well as exit interviews. The results suggested that the organization would benefit from improving recognition in the organization. Ryan realized that its organization had a great deal of room for improvement in terms of recognizing behaviors associated with the organization's core values, especially client service and innovation, and no mechanism to facilitate peer recognition. More...

August 15. 2012

Case Study: Thought Leadership Development Program

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August 15. 2012

Background

Hyland Software has focused heavily on professional development over the past few years. Over time, it has identified a need in its development track for technical professionals who did not want to manage people but still wanted a voice at the strategic level of the organization as a thought leader.

Hyland recognized that it would not serve their organization well to have an employee go into a management track when they have no passion for leading people simply because it is the only way to get ahead in the organization. As a result, the organization determined that a new development program for this group of professionals was needed. More...

August 13. 2012

Case Study: Wellness Program

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August 13. 2012

Background

Main Street Gourmet started noting national trends of increasing obesity, cholesterol, blood pressure, and other health risks for several years. Though the organization had not yet reached a crisis point in its workforce, it determined that it was going to take a proactive approach to address future health concerns for its staff members.

The organization also came to the belief that it was their obligation to do all they could do to help contribute to employees' vitality and success in appreciation of their contributions. The organization believes that it owes its employees the information, directions, tools, incentives, and support to guide them toward better health. As such, they set out to assist employees in making better decisions in terms of nutrition, exercise, and lifestyle choices. More...

August 11. 2012

Case Study: Work/Life & Support Programs

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August 11. 2012

Background

Beginning as a technology start-up, employees at OEConnection have historically worked long, rigorous hours developing and marketing the organization's technology solutions. For example, technology deploys occurred late at night and on any given day, technology discussions lasted well beyond the work day. With these business needs, it became critical for OEConnection to find ways to provide employees with flexible work hours as well as supportive policies and practices to better manage their work/life. More...

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