Practical HR Tips, News & Advice. Updated Daily.
Time for another employee survey? We all know it’s an important tool for your business, but how do you ensure good participation numbers when everyone is so busy most of the time? Yesterday we explored how to communicate results. Here are some tips to get employees participating in the first place:
Yesterday we began to explore the state of performance reviews with Lisa Bodell of futurethink. Today we’ll look at what some major companies have done with their performance reviews.
In yesterday’s Advisor, we explored how the stay interview can help lower your turnover rates. Today we’ll see what else you can gain from these interviews.
With employees remaining at an organization for approximately 4.6 years, you are going to be forking out a lot because of turnover costs. Waiting for an employee to leave to see whether he or she had concerns with the organization is too late. Try the stay interview instead.
In Yesterday’s Advisor, we heard from Jennifer Lee, from JB Training Solutions, on how today’s professional woman can make the most of her executive presence. Today, more tips from Lee.
Today’s article represents an expansion of content from two HRDA articles. In those articles, we heard from Jennifer Lee, an expert on executive presence for women. You can check out those articles here and here.
Stressed out employees are not efficient employees. They’re more likely to make mistakes and more likely to call in sick. And who wants a job with constant stress? Most of us don’t—which means high employee stress levels can also be a recipe for high employee turnover.
Yesterday we learned about how to use stay interviews to keep employees from leaving. Today we present more on that topic, including how to make change with feedback and to allow changes to permeate your corporate culture.
As most HR professionals understand too well, turnover hurts a company’s bottom line, and it also ruins morale for the employees left behind. Workers in the United States have an average job tenure of approximately 4.6 years and 45% of employers now expect new college grads to stay less than 2 years.
Yesterday we saw some of the considerable costs of hiring a bad employee. Today we’ll look at ways to reduce the risk of hiring such an employee.