Recruitment & Retention Articles
After you've spent resources onboarding your new employees, the true task becomes retaining them. Finding top talent and keeping them around is what makes most growing businesses competitive. New technology and the changing workforce is shifting the age-old processes HR managers have relied on.
How do you feel when someone shows appreciation and recognition of a project you completed successfully? You feel good, proud, and valued. It builds your self-worth. Well, your employees, are just like you. They need and enjoy employee recognition and appreciation for the work they do for you every day.
Employee rewards programs, at first glance, seem like the perfect budget-friendly way to reward employees for a job well done. After all, what employee doesn’t love praise and recognition? If you can make an employee feel rewarded with a plaque or a gift card, that’s always a good thing, right?
A recent survey of brand managers, internal communications staff, and corporate communications managers by Emperor and Communicate magazine illustrates a changing dynamic in how organizations view the importance of brand management as it relates to their employees, and the changes in internal communications software that this new dynamic might require.
Running a corporation has, since the days of the East India Trading Company, been a top-down exercise. Management gave orders, and everyone followed them. Whatever employee engagement surveys and corporate communications tools there might have been were largely seen as human resources activities designed to let employees vent, sort of a suggestion/complaint box on a grander scale. As a result, huge opportunities from a business improvement standpoint went sailing by.
Organizations with the best employee video communication in the world still lose valuable workers and mid-level managers due to terrible bosses. Here are four archetypes of bad bosses that send talented employees running for the hills and torpedo the best employee retention efforts.
Unconscious bias adds risk and cost to hiring decisions. Infor’s Dr Jill Strange explains how smart data and predictive analytics can help you cut it out.
Review sites are giving employees a voice in their organization’s image – so business leaders need to sit up and pay attention to ensure that employees and consumers alike are happy with how things are run.
If there’s one thing that kills productivity, morale, and a company’s bottom line, it’s having to replace great employees. That’s why we need employee retention techniques.
Business leaders have come to accept that workforce analytics and planning are important to internal communications and the future success of their companies. At the same time however, those who believe their companies are good at it are a small minority. Most C-suite executives acknowledge an execution gap between what workforce analytics can do for them and what they currently get from analytics and planning.
There is room in most company budgets for providing increases in the psychic portion of employee compensation. Yes, it takes effort and creativity, but it nets an employer more highly motivated workers, who are more productive.
The human resources (HR) value chain is in the midst of a fundamental shift. Executives continue to say that their businesses and organizations cannot succeed without a bold HR department complied with assertive leaders who can take a strong stance on talent management issues and use relevant facts to deliver an informed point of view. This makes understanding current talent management trends extremely important for HR leaders everywhere.
The top job markets in the United States in terms of salary, employee compensation, employee retention, and onboarding efforts are the ones the demand the highest training. There’s a reason why these positions are highly sought-after and difficult to get into. If you make your company a privilege to work for, you’ll have huge competition for each position available.
Uber's HR chief says workers are polishing their resumes. Working at Uber could be a big plus, or a big minus, on a resume. The company may have to be more generous with equity and offers to protect its competitive edge.
If your employee engagement indicators have taken a dip recently, perhaps you’re not asking the right survey questions. Company executives too often get positive responses on their employee engagement surveys but find other indicators of employee engagement, like overall morale and productivity, sagging. You need employee engagement survey questions that get to the heart of the issues and provide useful metrics to guide your employee engagement strategy.
It doesn’t take a genius or a Harvard psychology study to know that high employee compensation makes for happier employees. It’s like studying the effect of mutually beneficial relationships on our overall happiness. Small businesses are often faced with a choice to provide their employees with top compensation packages from the start, or relying on more employees working for lower wages. Given enough time, companies with higher compensation packages are more successful.
Being unprepared isn’t fun, and frankly, it can be terrifying. It’s one of the many reasons why I tell employers — as well as vendors and brokers — that they need to prepare for enrollment strategies in their Employee Communications plan.
While your main goal is to make a profit in business, you should never forget the workers who made those profits happen. Keep them engaged and motivated and you will not only improve retention but will make your company an even bigger success because the people behind the scenes feel like a valued part of the team.
Retention costs the company much less in terms of productivity and the process of finding and hiring new talent. The higher the employee turnover, the faster any organization can fall into oblivion. What causes high turnover and how can you limit it?
Retention is a large part of internal communications for any organization because it’s expensive to interview and onboard newcomers to replace a truly valuable employee. Here’s how to keep your talent in-house.