Leaders want motivated employees, but often believe that money is the main motivator. Misunderstanding what really motivates employees can have negative consequences when it comes to engaging employees and motivating higher performance.

Understanding the employee engagement definition is on every employer’s priority list these days. The number of companies that want to measure, track, and improve employee engagement in their workplace continues to increase – a testament to engagement’s increasing popularity.

Flexibility has grown to be more commonplace in the workplace in recent years; however, managing flexibility remains a challenge, as evidenced by the 2013 decisions by Yahoo and Best Buy to overhaul their flexibility programs.

With Yahoo’s Marissa Mayer’s recent decision to eliminate employee’s work-from-home option, has come a firestorm of commentaries and rumors about what her very public decision at a prominent employer means for the future of flexible workplace practices at workplaces across the nation.

Training and development is a critical aspect of an organization's talent management strategy. Every organization needs to invest in it to attract and retain talent and grow their employees' knowledge base and capabilities. Here are five current trends influencing training and development.

Yahoo's ban on telecommuting and work-from-home arrangements has sparked an interesting debate in the workplace. Should your organization follow suit?

In the spirit of romance on this Valentine’s Day, now might be a good time for your organization to take a good hard look at your policy on “workplace romance”. Do you have a policy in place? How does it define the limits to relationships between employees? Has this issue come up recently among your employees? Should you consider implementing one?

Finding the best people – the most highly skilled and top performing talent – is usually a challenge for employers, but over the years, in researching how employers land great talent in our NorthCoast 99 program and various survey reports, we've learned some "tried and true" ways that they attract the best people.

In a PricewaterhouseCoopers study of 1,106 individual executives across 43 countries, researchers found ample evidence to suggest that the effectiveness of executive pay hinges not only on a total dollar amount, but also on several key intangibles. Despite much focus on variable pay as a key element of executive total rewards packages, the PwC study reports that as a performance driver, variable pay is only a part of the story.

In an economy where compensation is increasingly driven by “pay-for-performance” strategies, executive pay is no different. According to the 2012 EAA National Executive Compensation Survey, base salary accounts for approximately 75% of the total compensation package in Northeast Ohio. In theory, by focusing on variable pay, such as bonuses and other short term incentives, organizations are able to more closely tie executive pay to performance. However, a new international report by PricewaterhouseCoopers suggests that for many of the executives surveyed, certain types of variable pay, namely those associated with high levels of uncertainty, may not be an ideal driver of performance.