Engagement

For decades, corporate America has dissociated personal and professional lives. But as they pay attention to the numbers, companies are beginning to see the bottom-line value of employees bringing their whole selves to work.

With 930 employees spread across 68 countries and not a single company office for any of them to report to, Automattic CEO Matt Mullenweg may well be the world’s biggest advocate of the remote workforce phenomenon. But even he acknowledges the inherent difficulties of managing globally dispersed employees working in isolation.

Employees can be challenging, but moving the needle on employee engagement might be simpler than you think. Here are the three ways organizations can foster employee engagement.

Investing in your workforce and their families has a tangible payoff. It leads to optimized sales and marketing, better customer service, and higher productivity

Reskilling remains a popular (and necessary) approach for CEOs to consider, but it’s too important of an initiative to implement carelessly.

How can executives create a culture of caring for their employees? Here are some tips one leader has found useful.

Blurred boundaries can lead to compromised standards not equally applied and while we may like to think such circumstances go unnoticed by others—they do not.

While it is not easy to build a leadership team that functions on all cylinders, the benefits can be dramatic for the team and, more importantly, for the organization it serves.

The absenteeism of unhealthy workers costs companies $153 billion in productivity losses over a single year. CEOs should start thinking about ways to build a little more activity into the workdays of their teams.

CEOs of the Business Roundtable are understanding what many leaders in the mid-market learned long ago—the true perks of being a CEO go well beyond increasing profits.