From awards to perks, managers can run themselves into the ground seeking ways to keep employees happy so they won’t wander off to another company.
But what if the answer wasn’t in the perks, or the money, or even a fancy new break room complete with a Keurig?
It’s true; coffee and snacks will not inspire your employees to stay put — BambooHR’s survey confirms it. Less than 1 percent of respondents selected “free food and perks” as something that would have “helped them stay” at a job they quit after only working there for six months. Read more…
The movie Whiplash — the story of a young talented drummer and his demanding and ruthless teacher — is garnering a lot of attention (it’s been nominated for five Oscars) and it’s also kickstarting a lot of discussion.
What is the role of a teacher or coach? To what lengths should we go to elicit the best from someone? How do we motivate and not break people on the way to helping them reach their pinnacle?
These questions are relevant on school campuses, playing fields and the workplace. While I believe that everyone needs to get voted on the team and bring their A-game every day, I don’t believe the antiquated type of coaching works.
The world needs more talent than we have. Yes, we have a talent crisis. Read more…
As someone who worked in the San Francisco Bay Area during the dotcom boom, take it from me — employees LOVE perks.
Silicon Valley figured out a long time ago that all the things companies do for employees above and beyond a paycheck can be both a great lure for new talent, but also a great way to retain those you already have in the fold.
Of course, most companies in America don’t offer the kind of perks that Silicon Valley tech firms do, but as some recent research found, that doesn’t mean that those additional benefits above what you pay people aren’t a great tool for attracting (and keeping) top talent. Read more…
There are limits to the extent an employer will go to keep an employee happy, even when the employee is a top performer or in one of those almost-impossible-to-replace positions.
But, unless they are feeling neglected, unappreciated, or mistreated, most employees would prefer not to go through a job change and would rather stay with their current employer, providing there exists a reasonable opportunity to learn and grow.
Deloitte released a benchmark study in 2011 titled Talent Edge 2020: Building the Recovery Together: What Talent Expects and How Leaders Are Responding. It should come as no surprise that the study shows that a majority of workers want to leave their jobs for better opportunities. Read more…
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…