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Helping Employees Excel at Work with StandOut

By Sreeni Kutam, Interim Chief Human Resources Officer Wouldn’t it be great if you came to work each day knowing that you’d be able to tap into your strengths and focus on activities that you can truly excel at? How engaged and excited to come to work would you feel? When you consider that job hopping is at an all-time high, it’s now more important than ever that organizations focus on ways to develop and engage their top talent. Think about what’s at stake. According to 2017 Gallup® research, high employee engagement leads to 21 percent higher profitability, 20 percent higher sales, 70 percent reduction in safety incidents, and 24 percent lower turnover. So how do we help employees feel excited and engaged? From my vantage point, personal engagement is a combination of what I contribute to the organization and how the organization contributes to my success. Because of its dual nature, it’s important for employees to understand their own contribution to this cycle. My contribution doesn’t necessarily have...

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Purpose in Action: How to Promote the Inclusion of Women in Leadership

Rita Mitjans, Chief Diversity & Corporate Social Responsibility Officer

Today, women make up more than half of the national labor force. They earn almost 60 percent of all graduate degrees and 60 percent of master’s degrees.1 At S&P 500 companies, women make up 44 percent the overall workforce.2 But in the top ranks of the corporate world, it’s a different story. Women comprise only 21 percent of the board seats at those same S&P 500 companies, and only 6 percent are CEOs. In the legal field, 45 percent of associates are women but only 22 percent are partners.3 Women of color face even steeper challenges, holding only 4.7 percent of executive- or senior-level positions at S&P 500 companies.4 In 2017, after the departure of Ursula Burns as CEO of Xerox, not a single Fortune 500 company was led by an African American woman.5 These numbers might seem bleak, but when I started my career decades ago, the disparity was even greater. The good news: we are making progress! Nonetheless, we have a long way to go to achieve...

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A Partnership that Prospers: ADP Comprehensive Services and Whitmet

Whimet Inc., located in Warsaw Indiana, is a metal finishing and fabrication business dedicated to cost effectively serving the most challenging of our customers’ needs. Whimet began in 1970 by offering metal finishing services such as polishing, buffing, and deburring to their client base which includes manufacturers of furniture, appliances, telephone parts, boat parts, lawn mowers, and medical devices. Whimet Inc. chose the time-proven functionality of ADP® Comprehensive Services to handle its payroll, benefits, and compliance requirements. Lori Whitehead, Whitmet’s President says, “As a business owner, the partnership with ADP is just a huge relief. They know what they’re talking about. They make sure we’re compliant. I feel like we’re a big business because we have ADP and they’re representing us!” Watch the video to hear more from Lori about Whitmet’s strong partnership with ADP. Share this:Click to email (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Google+ (Opens in new window)Share on Facebook...

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ADP’s Commitment to Diversity and Inclusion Highlighted by Top 25 Ranking on Forbes “America’s Best Employers for Diversity” List

Rita Mitjans, Chief Diversity & Corporate Social Responsibility Officer

Numerous studies have shown that companies with more diverse teams have stronger financial performance. According to McKinsey & Company, companies that exhibit gender and ethnic diversity are respectively 21 percent and 33 percent more likely to outperform those that don’t. Further, innovation requires different thinking. It takes people of different backgrounds, cultures and ethnicities to bring new perspectives to the table that fuel new strategies, and solutions to affect change. At ADP®, we know that attracting and retaining diverse talent is critical to our growth and we strive to ensure that our workplace is inclusive and values the contribution of every individual. Today, I’m proud to say that Forbes recognized our commitment to diversity by ranking ADP as one of “America’s Best Employers for Diversity.” In its first-ever ranking of the top 250 employers working to incorporate diversity and inclusion measures, ADP ranked number 21 and stands as the highest-ranked New Jersey-based company. The ranking is based, in part, on survey results from 30,000 U.S. employees who were asked...

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6 Keys to Turning an Employee into a Manager

When you need a manager, filling the opening with an internal candidate can save valuable time, energy, and money. But, you shouldn’t just stick an employee, even a high performing one, in a manager’s role and expect them to succeed. Employees need to be groomed and trained to be successful managers. Here are some tips for preparing an employee to become a manager. #1: Define Skills Start by defining the skills needed to be a successful manager at your company. Keep in mind that managers must make important decisions related to hiring, promotion, discipline, termination, goal-setting, budgets, and employee engagement. In addition to necessary leadership and interpersonal skills, think about the short-term and long-term goals of your company and the type of managers needed to meet those goals. #2: Identify Candidates Identify high potential employees who have leadership capabilities. Avoid acting on explicit and implicit biases when evaluating potential candidates. For example, don’t assume employees wouldn’t be interested in additional responsibilities or time commitments because of family obligations. Use...

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Just Released! ADP Corporate Social Responsibility Report

Rita Mitjans, Chief Diversity & Corporate Social Responsibility Officer

ADP has just released its first official Corporate Social Responsibility Report detailing the many ways our organization and our people fulfill the commitment we’ve made to contribute to our communities. This report has been a collaborative effort across many teams in the company that captures the results of that shared goal. Our purpose is simple: make the world a better place by unlocking the full potential of our people. We are a global company with local expertise and a deep appreciation for our most valuable investment – our people. ADP’s commitment to diversity and inclusion is central to how we leverage this investment and begins with senior leadership and is threaded throughout every part of our business. At the heart of work — people create the ecosystem of ideas that allow businesses to grow even as the global marketplace shifts. People, by definition, are diverse and unique yet need a culture that’s inclusive in order to thrive. Diversity and Inclusion are distinctive although interconnected. Diversity is often measured by...

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Remaking Performance Management to Develop Great Employees

Performance management does not happen once a year in an organization, but daily in the coaching relationship between managers and team members. By enacting practices and tools that support this, an organization drives success. During this webinar we’ll discuss recent research and market trends on what is really working in the new generation of performance management. Attend this ADP® ReImagine Webinar on Wednesday, March 07, 2018 at 1pm EST to hear all that is happening in performance management including: The new philosophy and cadence of performance management How engagement and performance are now linked together The need for a new generation of tools and infrastructure Options for differentiating pay when you eliminate performance ratings Increase your knowledge with insights from ADP’s experts in Talent Management: Susan Hanold, PhD – Vice President, Talent Strategy, Strategic Advisory Services and Judy Duff – Senior Director of Product Management, Talent Management Solutions. Want to learn more about ADP Performance Management Solutions? Click here. #ADPREIMAGINE Share this:Click to email (Opens in new window)Click to...

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How HR Can Better Use Technology to Drive Talent Strategies

Employee Benefits News recently published an intriguing article by Jordan Birnbaum, ADP Chief Behavioral Economist, titled “How HR Can Better Use Technology to Drive Talent Strategies.” Birnbaum says that behavioral economics (BE) is about understanding the true nature of human behavior and decision-making. Human beings are not always driven by rational self-interest. In fact, much of human behavior and decision-making is actually irrational. But irrational does not mean unpredictable, allowing behavioral economists to anticipate human reactions in order to structure more productive interactions. When BE strategies are used at work, they can help leaders anticipate what truly matters in helping employees feel more engaged, thereby better serving the organization’s mission and the employee experience. Read the full article to learn how BE is influencing the future of work and how HR leaders can utilize technology to help deploy BE strategies. Share this:Click to email (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Google+ (Opens...

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ADP Women in STEM Profile: Kulsoom Abdullah

By Heather Bussing – Part 4 in the ADP Women in STEM series How does a data scientist change the world? Ask a really great question, then make the case for a new answer. Kulsoom Abdullah’s family is from Pakistan, but she was born in Kansas and then moved to Florida when she was five. Growing up in small towns, Kulsoom learned to stand out early wearing hijab. Islam’s code of modesty extends to all aspects of one’s life, including attire. Hijab, the head-covering worn by Muslim women, is an outer manifestation of an inner commitment to worship God. Hijab is not just a head covering and is not forced. While many people may think that hijab is worn primarily to restrain men’s illicit desires, this is another misconception. In the Muslim faith, it is not a women’s duty to regulate the behavior of men. Men are accountable for their own conduct, and are equally required to be modest and to handle themselves responsibly in every sphere of their...

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How Employee Engagement Can Make or Break a Healthcare Organization

By Anuja Vaidya – Becker’s Hospital Review A myriad of employee engagement and retention issues are facing healthcare organizations today, including burnout and depression, labor issues as well as employee strikes. A recent Medscape report shows 42 percent of physician respondents reported being burnt out, with 14 percent of respondents saying they were experiencing both burnout and depression. Research from the American Medical Association, Rochester, Minn.-based Mayo Clinic and Stanford (Calif.) University, published in November 2017, shows one in 50 physicians indicated it was likely or definite they would leave their current practice for another career in the next two years. The research cited burnout, technology dissatisfaction and administrative fatigue as contributing factors to physicians’ decisions to leave medicine. Several healthcare organizations have also found themselves at loggerheads with employee unions in recent years. Service Employees International Union-United Healthcare Workers West members are set to protest between Feb. 14 and March 9 at 32 hospitals owned by Oakland, Calif.-based Kaiser Permanente. The SEIU-UHW, which represents more than 55,000 California-based...

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