Any employer presented with feedback from employees that hints at a lack of free-flow of ideas should be concerned on multiple levels related to talent retention, competitive marketplace position and the health of the business. Of course, there are many reasons why some organizations fail at promoting employee ideas from inception to implementation, but we’re going to focus on the three big ones here, culture, process and communications.

Since almost the beginning of time technology has changed how we do work. From movable type to the cotton gin, to the invention of other mechanical devices such as ladders, the wheel and the pulley and the complex machines and systems they enabled, technology has driven changes to how people lived and worked.

Today's workforce has different wants and needs from their employer, and organizations that want to maintain a healthy pool of talent must be willing to adapt and change to meet these needs. If you’re one of the companies that ignores this change there’s a good chance you’ll find yourself without qualified employees in just a few years. And we all know that without an adequate talent pipeline, you’ll lose out on the driving force of innovation and engagement. Over the next several weeks, we’ll focus on four key aspects of change to the American workforce, what drove this change, and how your company can adapt to the change in values of today’s workforce.

Technology guru General Electric has dominated the consumer products and innovation space over the last 30 years. But things haven't always been so easy for the multinational conglomerate. Growth for the brand was slow and steady until former CEO Jack Welch decided to take the idea of 'business as usual' and flip it upside-down. Take a lesson from GE and learn how better engagement with your company can lead to innovative success.

Healthy competition is a part of any strong company's culture, but when competition becomes unhealthy while still serving as the driving force for the organization - success can quickly dwindle.

Sometimes the culture of small businesses can have great perks - small, agile teams of people who work seamlessly together, flexible work environments that suit a wide variety of personalities and even adjustable work schedules. But sometimes these appealing policies veer wildly off course. And, as some employees in the small business world have quickly learned the "no vacation policy" sometimes really means "no vacations."

It is no surprise that after weeks of heated debate over Boston's candidacy as the US Host for the 2024 Olympics officials threw in the towel this past Monday, but some important lessons can be derived from Boston's poor execution of the bid. . .

One lesson all businesses learn sooner or later is that resources are finite. Running a successful business is mostly prioritizing what needs to get done now, what can wait and who should do it. Unfortunately, it can be difficult to figure out what is the most important action to take.

A potentially rich source of guidance in this regard lies in listening to a product’s users. In many ways, users are more familiar with a product’s strengths and shortcomings than the creators. But how does one feed user knowledge back to the creators?

A good internal communications plan is vital for you organization to run smoothly. There are various ways for an organization to make internal communications effective, such as internal newsletters, updates from the CEO, and enterprise social networks. One critical but often overlooked strategy is implementing an employee suggestion program.

The summer flu is upon us! Luckily, June is National Employee Wellness month which helps business leaders learn how companies can successfully engage employees in healthy lifestyles.

2013 proved that even with a slow-moving economic recovery, it’s still hard to find (and keep) good talent.

Finding the right people, at the right time, with the right skills is a never-ending battle. We’ve researched human resource predictions around the web and compiled our favorites. Not to miss out on the party, we threw out a few game-changing 2014 predictions of our own.

Successful employee engagement is the result of small, incremental behavior and cultural changes. Fostering an environment that encourages participation and cooperation keeps employees wanting more.