Accountability actually involves an examination of the facts/reasons underlying a specific event/result (accounting) followed by the application of appropriate consequences for those actions and results in an attempt to more predictably have success going forward. In other words, accountability involves first the identification of both failure and success, followed by an examination of the underlying reasons for the failure/success and then the determination of the appropriate consequences to help sustain the success or eliminate the failure in the future.
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Employers can avoid costly health plan mistakes by having parallel financial and treatment requirements for mental health and medical benefits. See Gallagher’s April Compliance Guide: Mental Health Parity and Addiction Equity Act.
Welcome to the Spring edition of Field to Fork. This communication authored by various members of the Arthur J. Gallagher & Co. Food & Agribusiness Practice and is designed to be a tool for sharing industry information, new regulations, Gallagher Food & Agribusiness products and much more.
Bill Ziebell discusses how four interdependent elements of an integrated compensation and benefits strategy work together to help employers get continued high performance from their workforce, without incurring prohibitively higher costs.
Chuck Reynolds and Stephanie Bauman describe a process for using insights from best-in-class and best-of-the-best research to map a well-defined path to becoming a destination employer.
Kent Lonsdale and Joe Milano describe three key steps employers can take to build a strong, sustainable workplace culture — including knowing what makes their culture unique, acting on feedback and focusing on key components.
Creating Competitive Opportunities With a Cohesive Approach to Resolving Cross-Border Talent Challenges
Leslie Lemenager and Richard Polak discuss simplifying global benefits management with a unified strategy, and addressing workers’ mental health as an opportunity to maximize productivity and optimize work-life balance. Focusing on these trending cross-border topics can help employers take command of a multitude of issues.
Rebecca Starr highlights the importance for employers of effectively communicating the value of working at their organization, customizing a search and selection process that’s powered by the right technology, and managing compliance risk.
Matt Frost identifies best practices for attracting talent and keeping relationships with employees strong — through simple communications that make the first impression count, convey honesty, and express genuine interest in what matters to employees.
David Rowlee and Chris Dustin discuss why it’s important for employers to identify and evaluate key drivers of employee engagement each year. They also examine key drivers common among many employers today — including their employees’ perception of strong senior leadership, confidence in having pathways to learn and grow within their organization, and sense of fair compensation.