Question: How can you tell that the long, sluggish post-recession recovery seems to finally be picking up speed?
Answer: When a large number of employees say they’re planning to go find themselves another job.
The latest national survey from CareerBuilder, conducted online by Harris Interactive from Nov. 6 to Dec. 2, 2013, found that “21 percent of full-time employees plan to change jobs in 2014, the largest amount in the post-recession era and up from 17 percent in 2013.” Read more…
This week, I read a story on ESPN.com about how Mack Brown, longtime coach of the University of Texas Longhorn football team, is going to resign this week:
The source reiterated Brown would not be coaching at Texas in 2014.
By the end of the week, that will be the outcome,” the source told ESPN. “That will happen. It’s a shame after 16 years he’s not able to do it on his own with dignity and grace.” Read more…
Last of three parts
Note: In case you missed them, the first two parts are The Many Benefits That Come From “Stay” Interviews and 20 Possible Questions You Should Consider Asking
If you know why an individual employee stays, you can obviously reinforce those factors.
And if you know far enough in advance what factors might cause them to leave, you can get a head start in ensuring those turnover causes never occur.
If you have decided to try these stay interviews, here are four “why-do-you-stay?” formats to consider using depending on your situation. Read more…
Second of three parts
Note: Part 1 of this series was The Many Benefits That Come From “Stay” Interviews
There is no required standard set of questions that must be used in stay interviews.
Ideally however, you want to limit the number of questions that you select so that you finish the interview within one hour. I have broken the type of questions to select from into four different categories. Read more…
I sat next to him because he never spoke.
They were 10-hour days. The work wasn’t challenging. In fact, I spent most of my day trying to look busy.
And, on top of it, I had to ride a bus out to a facility in the middle of the high desert in Idaho — an hour and 20 minutes there and an hour and 20 minutes home. Of course, while I was on the bus, I wanted to sleep.
He was graying, slightly overweight, and weathered. He didn’t look like a person anyone would want to be seated next to on a bus. That meant the seat next to him was always open. And, for nearly three months, I took it. Read more…
Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday that some of you have requested.
In survey after survey after survey, termination troubles top the list of employment law issues that freak you out.
Well, freak no more. Here are some of our patented termination tools and tips to help make your terminations as painless and humane as possible.
We’ll start today with our official – Top 11 Termination Troubles. Read more…
Editor’s note: On occasion, we’ll highlight HR wisdom from long-time HR pro Tim Sackett, in his own inimitable style.
You have an employee who sucks, don’t you?
I know, I know; you’re wondering how I knew that, aren’t you?
Well, you came to this post and we all have employees who suck! (To My Own Dear Employees: This is for effect — none of you really suck! Just everyone else reading this post has employees who suck.)
I’ve been out on the road quite a bit lately meeting with HR pros. I meet with people who tell me “we can’t find talent,” but what I usually find is that it’s really,”we can’t get rid of people who suck, so we hire more people to cover up their suckiness.” Read more…
Everyone knows that the average hiring process is less than perfect.
In fact, most selection processes have high failure rates (i.e. even after months or even years of “assessment,” nearly 60 percent of the marriages in California end in divorce).
So it shouldn’t be a surprise that as many as 46 percent of new hires fail within 18 months, according to Leadership IQ. Research also reveals that 61 percent of new hires are unhappy because they feel that they had been misled during the hiring process, according to Harris Interactive.
The Recruiting Roundtable similarly reports that 50 percent of the hiring organizations or the new hires themselves regret the decisions they made. Shifting to non-exempt workers, research by Humetrics reveals that 50 percent of all hourly employees quit or are fired within their first six months. Read more…