Employee retention is a double-edged sword.
According to Merriam Webster, in addition to being a sword with two sharp edges, this is defined as something that can have both favorable and unfavorable consequences.
That’s about right. Read more…
Second of two parts
As I noted yesterday (in 5 Ways to Identify an Employee Who Is Ready to Quit), employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year.
I’m predicting that they will go up at least 50 percent this year, so individual managers should be aware of the precursors or warning signs that can indicate that an employee is considering looking for a job so they can act before it’s too late.
If you approach the problem systematically, you can successfully identify which individual employees are likely to quit with an accuracy rate of over 80 percent.
Yesterday, I listed the Top 5 ways to tell if an employee may be getting ready to leave. Here are five more: Read more…
First of two parts
There are few things that are more shocking to a manager then to have one of their top-performing employees suddenly quit on them.
Some managers have described it as the equivalent to a “kick in the gut.” It is a shock not only because losing a key employee will damage your business results, but also because managers hate surprises, and as a result, they frequently wonder how they missed the signals that this person was going to leave.
It’s never too early to carve out your path to success.
Start to think, act, and communicate like a leader to get the promotion you ultimately want. Even if you’re still several levels away from your dream promotion, there are numerous ways you can get on the path of your dreams, claims Amy Gallo.
Unemployment is coming down and, even if it weren’t, great employees always have their choice of employers.
Case in point: I got some great service at a restaurant in the Indianapolis airport the other day. Molly was over the top.
I took a moment to ask her if she liked working at the airport. She told me she had moved to town three weeks earlier and had started the job just a week ago. Read more…
Here’s some shocking news: employees aren’t terribly satisfied with their jobs, their employers, their growth opportunities under their current employers, or the way their organizations recognizes people for doing good work.
That just about cover it, doesn’t it?
I know what you’re thinking: what’s so surprising about all of this, anyway? What is it that I don’t know already? Read more…
A recent Monster.com survey finds that 70 percent of employees say they are more likely to look for another job after they return to work from a vacation.
So, how can we head this propensity off at the pass? (Eliminating vacations sure isn’t going to fly.)
How about asking managers to do a retention/stay interview the week a STAR employee returns from vacation? Read more…
With the rate of voluntary quits in the U.S. approaching pre-recession levels — 22.8 percent in 2013 — it’s no surprise that in a survey last year, HR professionals and talent acquisition leaders identified retention and its twin “internal mobility” as one of the five top trends.
Nearly 40 percent of the 553 U.S. recruiting leaders who took part in LinkedIn’s global recruiting survey last year said they are increasing their internal hiring volume. Globally, the percentage was even higher.
“Internal candidates are typically higher quality; plus their skills, performance, and cultural fit are known,” LinkedIn’s Leela Srinivasan told SHRM in a report the society did on the survey. The report observed that 51 percent of the talent leaders acknowledged a “need to increase candidate awareness of relevant in-house opportunities.” Read more…
PayScale has just released its 2014 Compensation Best Practices Report, and I was asked to take a look because (full disclosure) PayScale is a client.
Regardless, I was happy to check the report out seeing as (1) the graphics are pretty; and, (2) it’s crammed full of useful information about business trends.
The report contains input from 4,738 professionals, including 1033 CFOs, and some of the data surprised me. Such as: Read more…
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…