We spend A LOT of time at work, therefore working in a place which provides great experience is something we all dream of. Nowadays, people are interested not only in big salaries, medical insurances, job titles, or team building, but also in the environment the company provides. Many companies today pay attention to the work environment they provide for their employees.

Companies have to think about a lot of different factors in order to stay in business and thrive long-term: pleasing investors and stockholders, attracting and retaining customers, and maintaining a positive public image. In the past, all of that was done for a simple reason: to create profits. These days, however, Americans are asking an important question: should corporations be focused on more than just making a profit?

The workplace is a stressful place at the best of times, for employees, managers, and everybody under the same roof. However, as an HR manager or employee specialist, it’s your job to minimise the risk of your employees developing workplace depression because of certain factors.

Take a moment to think about some of the organizations that have made the most genuine and greatest impact on lives. Think about those companies that set out to do good for others. One of the things that these companies share is their dedication to their internal organizational culture. Their culture guided them throughout their journey in adding value to the lives of others.

There are more than 79 million millennials in the United States and many of them are joining the workforce. With younger employees flooding the market, business owners need to realize this generation has different perspectives and values than Baby Boomers and Gen X’ers.

Gender Diversity has become one of the most important organizational objectives. Organizations can do more for their female employees and it is up to us to begin to hold them to that standard if we ever would like to achieve it ourselves.

Establishing and maintaining a strong culture and high morale is an important part of any company’s success. A solid culture makes it clear to everyone what your company does and how it does it

“Football is like life – it requires perseverance, self-denial, hard work, sacrifice, dedication and respect for authority”. In this one sentence, the great coach Vince Lombardi nails the barrier dividing sports and corporate life.

We talk a lot about how we can get more women into leadership positions. Mentorship and coaching are very critical parts of this, however, what about role models?

Expectations need to be set in every relationship in life and employer-employee relationships are no different. If you're not upfront with new and old employees your turnover rates will skyrocket.

While there are heavy financial costs, the effects of high turnover on remaining your remaining employees add up to significant losses for your company. There are two general types of turnover, voluntary and involuntary.

This question was put to me and I was asked to guest blog about it; it’s a mystery. Well, it’s not all that mysterious; it’s more nebulous. Good people quit jobs for all sorts of reasons, as many as there are situations for quitting a job.

Often times, I see and hear about employees leaving the companies they work for, even though the company seems in line with employees values. Why do they do this? Sadly, because people leave managers, not companies. Company turnover is often the result of bad management.

I'm fortunate to have worked in a number of workplace settings, and the ones I loved the most were the ones where the organization made it a duty to keep employees informed at all times. I loved it for two reasons: Firstly, because I'd never be caught unaware. Secondly, because it showed and meant that they cared about us.

When it comes to growing a happy workforce and keeping staff turnover low, one of the key things to concentrate on is employee recognition and rewards. However, it is important to be aware that most team members aren’t just after a big bonus, pay raise, or free vacation days, as so many managers think

As an HR manager you are a driving force and by following the trends below, you can really inspire and encourage your workforce to become more dynamic themselves

Great employee engagement levels are a direct reflection of great management. So, what can managers do to engage their employees?

Transparency has become a hot topic in the corporate world, and that’s a bit of a double-edged sword for organizational leaders. Real transparency that’s instituted and lived the right ways adds tremendous value to an organization’s brand. But for all too many organizations, transparency is little more than a hollow word. I called it “buzzword transparency.”

Diversity ultimately influences not only how employees perceive themselves, but also how they view and treat coworkers, managers, and customers. Implementing and properly managing diversity is vital to a healthy company culture and workplace unity as a whole.

Internship programs offer more than a coffee runner or a copy maker. This year, more companies than ever before, will enjoy the benefits of an internship program.

What is diversity in the workplace? It can be defined in much broader terms such as social culture, gender, religious and political beliefs, race, educational backgrounds, age or anything socio-economical for that matter. When diversity is present in a workplace there is more to gain and nothing to lose.

No matter how large you get, how you treat others and run your business from the top greatly affects everyone down the line. So what exactly is wrong at Uber and what can we learn?

Promoting workplace diversity is no simple task. Here are some helpful ways to rethink and reinvent the way your company can leads diversity and inclusion as a growth strategy:

As an employer, it can be difficult to decide what vacation policy or days off to allow. It can feel like the Goldilocks syndrome. Too much or too little as you're striving for just the right amount.

Despite operating in many different countries, the upper management has one common goal: building purpose and autonomy with all our various team members, regardless of where they—or we—are.