For years, there have been worries that there was a big employee exodus coming — when the economy finally started to show some improvement and began growing jobs again.
Yes, this has been the worry — and why employee engagement is such a hot topic — but given the mediocre recovery, there hasn’t been all that much to really worry about.
A new survey released this week from OI Partners, a global coaching, consulting and leadership development firm, says that half of companies are reporting higher turnover this year compared to last, and three-quarters are bracing for still more employees to leave. Read more…
It’s that time of year when college and universities around the world will release onto us the great minds of the graduating Class of 2013.
This always makes me think of the popular advice given at a commencement a few years ago – “Wear Sunscreen.” (see below)
While this advice might be from 1999, it still rings true today. But like everything else in the world, this advice can be added to and expanded upon. Read more…
Sometimes, we need to air our HR dirty laundry.
Let’s bring into the light of day how surveys are traditionally conducted and then acted upon. Indeed, let’s stop torturing our employees with bad surveys – especially bad employee engagement surveys.
Frankly, the survey itself is rarely the problem. The questions are usually quite good in terms of defining the information you and the organization want to learn about employee attitudes, satisfaction and engagement.
Let’s look at the three most common failures of employee surveys as typically implemented today: Read more…
By Eric B. Meyer
When offering respect in the workplace training for employees and supervisors, I emphasize that an employee who laughs at sex jokes in the workplace is the same employee who may later sue for sexual harassment.
Like Little Ladner did.
(Yes, Little Ladner)
Ms. Ladner used to work for a nursing home in Mississippi. In her Complaint against her former employer, she alleged a kitchen sink of classic sexual harassment: Read more…
Networking. To be honest, most people are horrible at it.
The vast majority of people network out of necessity, but few do it consistently. It is a needed business skill, so why do people struggle with it so much?
The HR Roundtable in Cincinnati gathered in April to take this on. They started with the following questions to get discussion going:
- What do you do about creepy people?
- What are networking “Don’ts?”
- What are networking “Do’s?” Read more…
By David Hackett
“We get up at 12 and start to work at 1! Take an hour for lunch and then, at 2, we’re done! Jolly good fun!”
In the 1939 classic The Wizard of Oz, when Dorothy finally reaches the city of Oz she’s met by a happy bunch of residents who sing these lyrics. But working schedules in Oz are a far cry from reality where, instead of fewer hours, many are often asked to work extra hours.
The question this often leaves for employers is, “how and when should workers be paid for overtime?” Read more…
It’s an age-old negotiation. Pay me more and I will perform. Perform better and I will pay you.
So what comes first, the payment or the performance?
Hay Group’s Annual CEO Compensation Survey was released last week. The results show the highest weighting ever (31 percent) for long-term performance plans.
Was this a result of executive pay programs that have been re-geared with performance metrics since the advent of Say on Pay? Was this the result of CEOs performing better as more attention has been paid to their actions and behaviors? Or, was this caused by something else? Read more…
Imagine that you have one opening you’re trying to fill, and 16 eager applicants aged 17 to 22 — all with more than adequate skills for the job — awaiting their second interview.
Before the interviews begin, you discover that among those candidates are five recovering addicts, two pregnant unwed teens, three who are on probation, eight high school dropouts, four who have earned only a G.E.D., and one who’s recovering from a traumatic brain injury.
And those issues are just the ones listed on the background checks of the young people you are about to meet. There are many that aren’t listed, to be sure. Read more…
Of the many obstacles to improving employee engagement in an organization, creating buy-in for employee engagement surveys and respective change initiatives is perhaps one of the most challenging — and the most prolific.
Are senior executives actually indifferent about employee engagement? Are managers too close-minded to realize the positive effects of engagement? Are employees too needy or too hard-to-please?
The answer to any of these questions is simply “No.” Don’t believe me? Keep reading. Read more…