Before the calendar turned, I had blogged about why 2015 will be the “Year of the Employee.”
HR professionals will be looking for high levels of employee retention and productivity in 2015,and in some way, shape, or form, this has always been their job.
But this year, there’s been a lot of buzz about approaching this goal with a new-found focus. When it comes to retention, is there more that can be done? Read more…
I opened my email last week to see a message from a dear friend that said, “I resigned!!!! I pulled the trigger!!”
My friend and I have talked FOR YEARS about her unhappiness and lack of engagement, about the corporate politics and leadership egos that consume her days, about the constant pressure to do more with fewer people and resources, and about her exit strategy.
That’s right. She has had an exit strategy, and she has been refining and polishing it for years. Like the best strategic plans, it was deliberate, well-thought-out and executed over a multi-year time frame. Read more…
I love my job. Every day, I get to help people find ways to make their work environments and culture more appreciative, grateful and purpose-driven.
That’s powerful stuff. Arriving at such an important end goal, however, requires involving all employees in the effort. After all, every employee contributes to the culture of the company (whether good or bad).
The ramifications of this are quite broad. Many are calling 2015 the year of the retention challenge, with good reason. Read more…
Global economic growth and the resounding need to engage employees in all parts of the globe dominated HR headlines in 2014. But as one year closes and another one moves ahead, it’s time to once again predict what is in store for 2015.
Here are three (3) distinct HR trends that we fully expect to headline conversations in the new year. You’ll see that the common thread in these trends is the emphasis on new technologies and innovations that will drive the HR industry forward.
From benefits technology to leveraging big data to better understanding your employees, 2015 will bring with it sophisticated new technologies and methods for HR, which, if approached correctly, will be a win for all parties. Read more…
We know that it’s far cheaper to retain an employee than to replace them.
But in order to understand how to retain, we first need to understand the elements that go into an employee’s decision to stay or leave their job.
Generally speaking, there are three broad categories of elements that make up an individual’s decision on to stay or quit their job:
- Overall compensation;
- Job satisfaction; and,
- Career progression. Read more…
You don’t have to read Fast Company to know that retention is a key issue for many executives in 2015.
How do you keep the right people in the right jobs while also acknowledging that employees are capitalists, too?
I have some ideas for you.
Why don’t you do some good old-fashioned HR for a change? Read more…
Your employees are happy, right? They couldn’t possibly be looking for a new job.
According to Gallup, 70 percent of workers in the U.S. are either not engaged or are actively disengaged with their job.
That’s a big hit to productivity. Now let’s add in the true cost to replace an employee – 1.5 times their annual salary on average. Read more…
Editor’s Note: It’s a TLNT holiday tradition to count down the most popular posts of the year. This is No. 4. Our regular content will return on Monday.
According to a recent study by CareerBuilder, 1 out of every 5 workers is planning to leave their job in 2014.
That’s a lot of disengaged employees.
After digging into the data, you find it’s not because these workers want a higher salary. Even though salary is important and makes up a large percentage (66 percent) of why people said they are dissatisfied with their current job, respondents were just as likely to attribute dissatisfaction to not feeling valued (65 percent). Read more…
Editor’s Note: It’s a TLNT holiday tradition to count down the most popular posts of the year. This is No. 5. Our regular content will return on Monday.
How employees get their work done has changed remarkably quickly; unsurprisingly HR needs to change, too
Anyone who works in a global company doesn’t need to be told that their job has changed enormously in the past few years.
Even if their job title – and sometimes their job description – remains unscathed, the number of people they work with, the amount of information they use to make decisions, their day-to-day tasks, and the technology they use have all changed quicker than at any time in their careers. Read more…
Editor’s Note: It’s a TLNT holiday tradition to count down the most popular posts of the year. This is No. 9. Our regular content will return on Monday. Happy New Year!
Yes, 2014 will be the year retention returns to HR.
Retention almost died during the Great Recession. For almost 10 years, HR pros were able to roam the halls of their organization and almost never had to worry about the issue of retention.
There weren’t many jobs. Most people in times of hardship, hunker down and don’t move. It was like a perfect retention storm! Read more…