Discover how schema markup can improve your website’s performance in search results. Use variants schema to highlight product variations and provide context to search engines.
The post What Is Schema Markup & Why Is It Important For SEO? appeared first on Search Engine Journal.
Discover how schema markup can improve your website’s performance in search results. Use variants schema to highlight product variations and provide context to search engines.
The post What Is Schema Markup & Why Is It Important For SEO? appeared first on Search Engine Journal.
Recent research shows that frequent feedback is a growing demand from Gen Z; therefore, the future of work is likely to require that the feedback culture in organizations accommodates this increased feedback demand for successful business outcomes. As shown below, Gallup reports that feedback is a factor in motivating employees to do outstanding work. That creates a direct tie between engagement and worker productivity.
At TULIP, we help organizations understand what their engagement data is telling them about their people and their business. However, we know that daily feedback is not an easy shift if you’re currently on an annual feedback cycle (nor would we recommend such a step change in your processes). At TULIP, we’re guided by data when recommending strategic change to mitigate and manage workforce risks like employee engagement. We lead with data to create the story about employee engagement at your organization by integrating automated measurements with human insights to highlight strengths and target areas of improvement in a comprehensive reporting format.
Retooling the Feedback Culture is one of several strategies that can be implemented to move the needle on employee engagement, paced and implemented based on your unique data story. Our innovative, data-driven methodology utilizes a systematic approach to managing enterprise people risks with an easy to use, technology-enabled engagement risk assessment – our data analytics tool is streamlined for efficiency and provides immediate measurement results. We conduct an interpretive analysis using deep human insights with a focus on proactive people interventions to transform unmitigated and under-mitigated risks into positive outcomes through engagement – that’s what we call The TULIP Way. Our differentiator for engagement analytics is that TULIP Workforce Risk Advisors are skilled in keeping a pulse on people and enabling employers to accelerate the strategic advisory value of HR.
If you’re interested in learning more about how TULIP Advisory Professionals LLC can help you mitigate and manage workforce risks through improved employee engagement, feel free to reach out to us by email at info@tulipadvisory.com or by phone at (678) 990-0910. We look forward to hearing from you!
My advice today for lowering stress is this: When anything electronic stops working—garage door opener, TV remote, air-conditioning remote, temperature controls, whatever—before frantically calling the repair people and dealing with wait times, advertisements, suggestions to visit their site, and so on….change the batteries. It can’t hurt, it’s inexpensive, and 78.64% of the time it solves the problem.
I’m just sayin’….
My advice today for lowering stress is this: When anything electronic stops working—garage door opener, TV remote, air-conditioning remote, temperature controls, whatever—before frantically calling the repair people and dealing with wait times, advertisements, suggestions to visit their site, and so on….change the batteries. It can’t hurt, it’s inexpensive, and 78.64% of the time it solves the problem.
I’m just sayin’….
(The Dog Star is a symbol of power, will, and steadfastness of purpose, and exemplifies the One who has succeeded in bridging the lower and higher consciousness. —Astrological Definition)
My German Shepherd, Royce, maneuvers his head under my arm and lifts it off the keyboard, reminding me that he needs some petting and scratching. When I’m sitting and reading, he moves under my legs and gets my feet on his back so that I can massage him. (He then turns around to get the other side.)
He’s reminding me that unconditional love has to go both ways.
The University of Michigan Ross School of Business offers a unique approach to MBA essays, challenging applicants to succinctly convey their experiences, ambitions, and personal attributes. The 2024 application process …
The post Ross MBA Essays 2024 appeared first on Best MBA Admissions Consultants in India | GyanOne | MBA Abroad.
Singapore, a city-state known for its robust economy and strategic location, is increasingly becoming a global hub for higher education, especially in business studies. This vibrant metropolis, ranked 5th in …
The post Top Executive MBA Programs in Singapore: A Comprehensive Guide appeared first on Best MBA Admissions Consultants in India | GyanOne | MBA Abroad.
I’ve mentioned here in the past an unethical Point Pleasant, NJ realtor who committed arson. According to the Toms River Patch, he’s finally being punished:
FREEHOLD, NJ — A Toms River man who owned an insurance business in Point Pleasant Beach has admitted he set fire to a group of commercial vehicles at a Wall Township business in 2022, authorities announced Friday.
Harcourt “Paul” S. Ward, 70, pleaded guilty to third-degree arson before Superior Court Judge Henry P. Butehorn on Jan. 2, Monmouth County Prosecutor Raymond. S. Santiago and Wall Township Police Chief Sean O’Hara said in a joint news release.
The plea agreement includes the recommendation for Ward to be sentenced to serve three years in state prison, authorities said. He is scheduled for sentencing on Friday, March 22, authorities said.
The guilty plea stems from an investigation that began Sept. 26, 2022, when Wall police responded to a fire reported at 10:11 p.m. at the 1900 block of Atlantic Avenue.
At the property police found six vehicles on fire, authorities said.
Recently, a group of state attorneys general submitted a letter to the American Bar Association (ABA) in support of law school diversity. The letter was in response to another group of state attorneys general that had previously denounced acceptance of diversity requirements for law schools promulgated by an entity affiliated with the ABA. Nonetheless, this post is not about the DEI debate regarding diversity for law schools, but instead there’s a broader issue at play, particularly for the workplace.
The difference of opinion between state attorneys general of different political parties is representative of how contentious DEI has become. Given the level of contentiousness, DEI and other politically charged conversations have the potential to become a workforce risk when employees (or others) express their opinions in the workplace. DEI, however, is not the only topic that generates debate, and oftentimes discord, under the current socio-political climate. With the upcoming U.S. election less than 6 months away, there are a several topics that are likely to stir differing opinions – abortion, transgender healthcare, and immigration, just to name a few. While free speech protections exist under the Constitution, those protections are not broadly applicable and private workplaces are settings where free speech is not necessarily guaranteed. Therefore, if conversations surrounding election politics carry over from home settings to the workplace it could lead to conflict. Workplace conflict can further lead to toxic workplaces with adverse impacts on business outcomes. U.S. employers should ensure that they are prepared to mitigate risks related to discord among workers due to contentious topics as a business necessity, especially in light of so many socio-political and socio-cultural schisms headlining the 2024 election.
To mitigate workforce risks related to political differences, employers can take proactive action now by promoting healthy workforce campaigns and reinforcing a respectful workplace through positive behaviors and interactions among employees including leaders. Employee engagement is an effective way to promote a healthy workforce. Understanding the degree to which employees feel psychologically safe to speak up and express their opinions is a key indicator of employee engagement. Further, employers can properly manage their work environments socially when they have insight about psychological safety to guide their actions on employee engagement. Engagement data is an effective source for providing reliable insights on employee sentiments that can be helpful in predicting employee behaviors and proactively managing those behaviors to influence a healthy workplace. Whether it’s DEI or other potentially contentious topics, employers can begin gathering engagement data to measure, monitor and track a variety of employee sentiments including, but not limited to, psychological safety to gauge the success of their workforce experiences. In addition, employers should ensure that workplace policies effectively communicate acceptable workplace behaviors, and those policies should be consistently enforced. By proactively managing the workforce experience through active employee engagement and relevant policies, employers are thereby equipped to positively impact their people, including their people’s behaviors, and their business.
Disengaged Workforce is a Top 3 risk for HR and a Top 10 risk for businesses globally based on cross-functional input from over 4,000 HR and Risk leaders surveyed in the MercerMarsh People Risk 2024 report. Moreover, Gallup reports that employers with Disengaged Workers have 23% lower profitability than employers with a Highly Engaged Workforce. The time is now to create a strategic approach to avoiding costs related to people risks. Given Gartner’s recent finance predictions that CFOs can expect a 30% drop in profitability by 2027 due, in part, to increasing labor costs, employers should prioritize maximizing the value of their people – engagement is an effective way for managing the workforce experience and HR is the gateway to protecting the value people contribute to business outcomes.
At TULIP, we’re accelerating the strategic advisory value of HR by enabling HR to keep a pulse on people to:
•Protecting Human Capital Assets,
•Mitigating Enterprise People Risks,
•Enhancing the Workforce Experience, and
•Safeguarding the Bottom Line
Our innovative, data-driven methodology utilizes a systematic approach to managing enterprise people risks with an easy to use, technology-enabled people risk assessment – our engagement technology offers immediate measurement results. Moreover, we create a data story using deep insights with a focus on proactive people interventions in the workforce experience to transform unmitigated and under-mitigated risks into positive outcomes – that’s what we call The TULIP Way.
If you’re looking for a collaborative partner to help you understand how engagement helps your people and your business thrive, you’re looking for a partner like TULIP Advisory Professionals LLC, your bottom-line advocate for proactive, workforce risk-mitigation solutions. Contact us to learn more at info@tulipadvisory.com or at (678) 990-0910. We look forward to hearing from you!