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Ask most any HR Leader “what’s your biggest pain point?” and I guarantee that retention/turnover will be up there amongst the top 3 answers. Quite often this answer is partnered up with its companion “recruiting/hiring” since, of course, they share space for all eternity on the organizational mobius strip. Depending upon one’s company, the responsibility for lowering turnover/increasing employee retention may be a shared goal (as it should be) or may belong to a specific department: usually HR.
Remember when "Unlimited PTO" was a fresh thought and really made you think about the relationship employees had with the organizations they worked for? Yeah, me neither. I just did a google search titled, " The Long Con of Unlimited PTO ". It didn't give me what I wanted, which was a simple take on a once hot idea. I'm probably going to write that post in the future, just for the SEO benefit.
Are generational differences in the workplace a thing or not? Some say they most definitely are, others say they’re an absolute myth. In this article, we’re going to take a look at the current generational diversity in the workplace; what generations make up the global workforce, how do they perceive work and how can organizations benefit from generational differences in the workplace?
Whether your company is a startup or well established, the word “wellbeing” is likely to have come up in discussions about employee management. Giants such as Google, Apple and Netflix have taken the lead on this, setting a vital precedent. The post What To Consider When Implementing Wellbeing Strategies appeared first on New To HR.
ChatGPT is a powerful tool that can help you quickly brainstorm, draft, and refine tasks on your to-do list. But it can take a bit of strategy and practice to get generative AI to give you the time-saving results you’re looking for. Try these 14 detailed prompts to unlock the power of ChatGPT. You'll discover ways to streamline tasks for hiring, employee engagement, and performance management.
Babette Ten Haken - Human Capital & Industrial IoT
AUGUST 12, 2019
Employee ratings are visible to everyone, courtesy of online hiring sites. For starters, these ratings serve as testimonials, for better or for worse, about employee experience at your company. Second, ponder the stories former employees have to tell about the inner workings of your organization. Third, consider how their stories, about your company, are of great interest.
Reading Time: 6 minutes. We love positive sentiments like “I like working here.” We are happy for that person! But, an employee testimonial is not a story. . We’re thrilled you have conducted interviews to learn about your employee experience and created content for candidates from your conversations. But, if you’re sharing empty or jargon-y statements that make your storyteller sound good but give zero insight for candidates… it’s not a story.
Reading Time: 6 minutes. We love positive sentiments like “I like working here.” We are happy for that person! But, an employee testimonial is not a story. . We’re thrilled you have conducted interviews to learn about your employee experience and created content for candidates from your conversations. But, if you’re sharing empty or jargon-y statements that make your storyteller sound good but give zero insight for candidates… it’s not a story.
Did you know that bad management is typically the root cause of low employee engagement? If you’ve made organizational changes to improve engagement, but some of your employees remain withdrawn, you may need to revisit what’s happening at the local work group level, which is directed by your managers. Addressing employee engagement issues may not be a simple fix.
This article lists the eleven best HR analytics courses in the world today. Getting started with HR analytics – also called People Analytics – is a big step for a lot of people and organizations. Common questions are: Where should I start? What tools do I need? What are common traps I should avoid? An HR analytics course that answers these questions can be invaluable.
Sometimes, the best person for the job isn’t the obvious one. Hiring managers don’t always have the time to analyze hundreds or thousands of candidates to find the needle in the haystack, though. With the abundance of resumes that come in from a single job posting, it traditionally has been more time-efficient for hiring managers to focus solely on candidates whose resumes match skill-for-skill with the job description.
Employers can face liability for keeping temporary workers for an extended period. I hired a number of employees to work on a short-term project for me. I classified them as “temporary” and therefore not eligible for benefits (other than paid sick leave). The project keeps getting extended though, and many of those employees have now been working for me for several months.
The HR industry is changing. Did you know… 1. There will be 4M more jobs than workers by 2033 ( BLS ). 2. For 84% of workers, flexibility is a top priority ( FlexJobs ). 3. 75% of employees have used AI at work ( CFO.com ). It’s time to meet the moment! Use Paycor’s guide to design a blueprint for success.
One of the top reasons small business employees leave jobs is to get access to better benefits and retirement options, according to a new study by Zenefits. Since they began studying the topic in the 1900s, analysts have identified countless reasons for employee turnover. But, how do businesses stay on top of which levers to pull, perks to offer, and policies to implement to stay relevant for an evolving workforce and multi-generational staff?
It’s five answers to five questions. Here we go…. 1. I resent how often my coworker is out sick. I am having trouble rallying appropriate sympathy for a coworker with depression and I’m hoping you can help me with this. I work in a public-serving, unionized institution with five full-time employees and three part-time. I’m pretty sure one of my full-time coworkers suffers from depression, on top of some mobility and health issues, in addition to being borderline morbidly obese.
As a human resources professional, one of the things I’m constantly reminding managers about is the need to personalize communication. Especially when it comes to recognition or acknowledgements. Simply saying, “Good Job!” to everyone isn’t sufficient. I’m not saying that you have to strike the phrase “Good Job!” from your vocabulary, but we need to be more expressive.
Design thinking is a powerful tool for any creative to use, be it product designers, architects, interior designers—you name it. But, have you ever considered leveraging it to guide your culture or HR initiatives? Design thinking in HR is used to create impactful employee experiences within an organizational culture. Welcome back to the Best-Self Management Podcast !
Modern go-to-market teams know it takes more than one email to break through the noise. Multiple touchpoints means more ways to get your pitch right — and, potentially, more ways to be wrong. The good news? Once you know how to write compelling, one-off emails to entice prospective customers, you can easily do the same across a short sequence of emails.
Wow. Really. I have spent the last 50 or so days speaking with dozens of HR pros (more than 50 now, but the number worked for the title so I ran with it!) and the takeaways I’ve had are pretty incredible. The gist of it: one of the research projects me and my team have been working on this summer was researching employers with 1,000 or fewer employees.
In this podcast episode, DecisionWise Principal Consultant Beth Wilkins, Ph.D., discusses the topic of providing meaningful feedback to employees. According to our research, 30% of all employees are not receiving ongoing feedback from their supervisor. Leaders who fail do so or let their busy schedules get in the way of having one-on-one conversations with their team members send the signal to their employees that their contributions and development are not important.
Performance evaluations are stressful times for employees, who often view approaching reviews with dread — especially if they only meet with managers once or twice a year. Mid-year performance reviews can be equally stressful for managers, who may struggle to balance the need to provide constructive criticism with the natural desire to avoid conflict with their team.
Forget predictions, let’s focus on priorities for the year and explore how to supercharge your employee experience. Join Miriam Connaughton and Carolyn Clark as they discuss key HR trends for 2025—and how to turn them into actionable strategies for your organization. In this dynamic webinar, our esteemed speakers will share expert insights and practical tips to help your employee experience adapt and thrive.
A reader writes: I am a straight, married, mid-thirties male. I work in a small company with a super-casual dress code — shorts and flip flops are regular wear during the summers for a lot of people. I interact on a daily basis with a married female coworker who semi-regularly wears shirts that go beyond just showing cleavage. Despite trying hard to keep my eyes up, I can tell you her favorite brand of push-up bra because it’s often enough in obvious view.
An employee’s first day of work usually includes a mix of emotions. And although an employer cannot possibly control those emotions, it can be prepared to warmly welcome new hires and eliminate unnecessary stress. Often times it’s the small details that can make the biggest difference in the new hire experience. So here’s a list of seventeen details that you’ll want to remember in order to make your new hire’s first day perfect. 1.
The U.S. Department of Labor (DOL) issued statistics for 2018 that highlight how much employers can benefit from participating in the federal Work Opportunity Tax Credit (WOTC) program. According to the DOL, employers in 2018 obtained 2.2 million WOTC certifications. This represents billions of dollars in federal tax credits. Employers particularly benefited from hiring job candidates who were part of the Supplemental Nutrition Assistance Program (SNAP) that issues food stamps.
In today's dynamic business environment, HR leaders face immense pressure to optimize costs while maintaining a competitive edge to attract, retain and engage their workforce. Gallagher can help you meet that challenge head-on. Our proprietary data and people analytics platform, Gallagher Drive ® , provides the elevated insights you need to make impactful program decisions that are aligned with your organizational goals and set your strategy up for long-term success.
Almost every company has an employee onboarding process to help new hires start their jobs on a positive note. In contrast, the employee offboarding process doesn’t get much attention. Yet how you manage an employee exit can have a gigantic impact on your company’s ability to attract and retain employees. This is because departing employees who feel mistreated or undervalued during the offboarding process are unlikely to return as boomerang employees, and more likely to leave negative revi
An employee’s first day of work usually includes a mix of emotions. And although an employer cannot possibly control those emotions, it can be prepared to warmly welcome new hires and eliminate unnecessary stress. Often times it’s the small details that can make the biggest difference in the new hire experience. So here’s a list of seventeen details that you’ll want to remember in order to make your new hire’s first day perfect. 1.
Sales turnover rates are twice the rate of the rest of the labor force; the average tenure of sales reps is about a year and a half. The average tenure of sales leaders is about 19 months. Four to five sales leaders don’t feel they’re on track to hit 2019 targets. Studies around what it costs to replace an employee range from 50% to 200% of that employee’s salary.
Smart recruiters recruit through smartphones! Today, mobile recruitment is a must. Recruiters who haven’t optimized their job listings and hiring process for mobile recruiting risk missing out on top talent, now more than ever. Read More.
Finding the right candidate – especially when you need to fill a position fast – is like searching for a particular fish in the ocean. Sure, there might be plenty of fish out there, but they’re not all the same. You can’t afford to hire a great white shark when you work in a dolphin kind of culture (yes, we know dolphins aren’t actually fish. But you get the idea).
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