Shows & Panels
- The 2014 Big Picture on Cyber Security
- AFCEA Answers
- Ask the CIO
- Connected Government
- Consolidating Mission-critical Systems
- Constituent Servicing
- The Data Privacy Imperative: Safeguarding Sensitive Data
- Eliminating the Pitfalls: Steps to Virtualization in Government
- Federal Executive Forum
- Federal Tech Talk
- Government Cloud Brokerage: Who, What, When, Where, Why?
- Government Mobility
- The Intersection: Where Technology Meets Transformation
- Maximizing ROI Through Data Center Consolidation
- Mobile Device Management
- The Modern Federal Threat Landscape
- Moving to the Cloud. What's the best approach for me
- Navigating Tough Choices in Government Cloud Computing
- Satellite Communications: Acquiring SATCOM in Tight Times
- Transformative Technology: Desktop Virtualization in Government
- Understanding the Intersection of Customer Service and Security in the Cloud
Shows & Panels
Monday - Friday, 4-7 p.m.
In Depth with Francis Rose features daily interviews with top government executives and contractors. Listen live from 4 to 7 p.m. or download his archived interviews below.
2011 predictions: Federal employee engagement will fall
Wednesday - 12/22/2010, 7:17pm EST
1. With pay frozen, expect HR to be under siege with exception requests for dual compensation waivers. Top performers will feel the pain first and feel it the greatest, especially those in high demand jobs. Managers will be challenged to attract, motivate and retain top talent. Many have not managed in the midst of frozen pay and resources. It's a radically different leadership environment. With no promise of a pay increase for two years, frozen budgets, and potential retirement recalculated based on "high three" annuity pay, top talent will find a way to cash in on retirement rather than stick it out. I know that most are predicting folks will hold tight, but top talent has more employment options than their peers. Talent attrition at all levels will be an interesting metric to monitor.
2. 2011 will be a trial for federal workplace flexibility. The challenge will be administration, resourcing, and managing expectations around entitlement, fairness, performance, trust and vulnerability. Front line managers will have their hands full and will need clear guidance and support, including dealing with their own workplace flexibility needs. Expect fits and starts. Creating a flexible work culture is not as simple as it looks. The federal government could serve as a model for demonstrated best practices.
3. Employee engagement will drop and the 2011 Federal Employee Viewpoint survey will be a lead indicator of what we might expect to come in 2012 if pay and budgets remain frozen. Unfortunately, I don't believe we're in a position to measure and quantify the loss in engagement other than soft costs, survey result comparisons, and anecdotes. Shifts in the survey and agency best places to work in 2011 will be telling - after the fact.