The graduating Class of 2014 is entering the workforce this spring, and, as a group, they are extremely motivated and excited. They want to learn. They want to move up quickly. They want to achieve things and show results.→ Read More
Motivated and driven, 60 percent of young graduates will apply directly to the company when searching for jobs. You’re not just going to hire them. You’re going to fight for them in a war for talent.
Check out the following SlideShare presentation to get an edge on the impending war for talent and learn quick tips you can implement today to engage your current workforce, while simultaneously creating an appealing culture for the Class of 2014.
Here are the top five reasons why you’ll hire the Class of 2014:
Millennials are driven, motivated, and more educated than any other group in history – and this year’s graduating class marks a critical time for employers. Businesses have the power to engage smart and energized people and help them cultivate their skills to become the company’s greatest asset.
What can employers do to ensure that the bright and energized class of 2014 will want to work for them? Here are four secrets revealed.→ Read More
Bad managers are the number one reason employees quit, but good managers have the power to drive results. Performance is 35 percent higher when teams are led by strong management; moreover, engaged employees are also much more likely to stay with the organization, reducing turnover costs.
With these kinds of results on the line, who wouldn’t want to give their managers the tools they need to become great at their jobs?
There are many things organizations can do to help managers do their jobs well.→ Read More
Faced with an increasingly competitive and ever-changing environment, top employers have figured it out: their employees are the key to their success. However, as the economy stabilizes and Millennials become a larger part of the workforce, what employers must do to attract, retain, and inspire their employees is facing an overhaul as well. Research reports that Millennials boast an average tenure of just over one year with a company, far less than the national standard of 4.4 years, and as employees feel more power in the hiring process and less employer-loyal than ever, keeping top talent on board is critical to maintaining a competitive edge.→ Read More
Guest blog post by Julie Labrie
Many HR thought-leaders are predicting that talent retention will be one of the greatest upcoming challenges for professionals in the people management field. Fierce competition, the norm of changing careers multiple times, and talent shortages in niche areas all contribute to this landscape. Putting strategies in place to motivate top performers to stay may be the difference between success and failure for a company.→ Read More
Top employers realize that engagement is an effective tool to boost bottom-line results through alignment and increased productivity. Most importantly, engagement also helps to build a competitive employer brand that attracts, retains, and inspires the best and the brightest talent.
We recently interviewed Kimberly Rath, co-chairman of Talent Plus, which has been recognized as one of the Achievers 50 Most Engaged Workplaces™ in both 2011 and 2012 for their leadership and innovation in engaging their workplace. The Achievers 50 Most Engaged Workplaces Awards will recognize 50 U.S.-based companies as well as 50 Canadian companies in 2013.→ Read More
Contrary to conventional wisdom, new research suggests that few employees leave companies because of a conflict with their managers.
Dear A Advisor,
We have great staff retention, but sometimes our employees choose to continue their career paths elsewhere. We conduct exit interviews so we can understand their reasons for leaving; however, we’d like to be more proactive. What can we do to understand employee concerns before they resign?
Thanks for your help!
Sad to See Them Go
We’re all familiar with the phrase, “the customer is always right.” Even though customers may not be right, they should be treated as such, regardless of the issue.
Moments of outstanding customer service stick with us and turn us into lifelong customers. This is why the smartest companies treat their employees as their first customer and provide a competitive employee experience to create loyal employees. And, since employees are accountable for providing customer value, it’s the loyal employees that create loyal customers.→ Read More
Worried, anxious and uneasy. As an employer, you do not want these three words to describe your workforce. Instead of being productive, focused, and driving results for your organization, these restless employees are distracted, unhappy and anxious to leave the company for the next best opportunity that comes along.→ Read More
Dear A Advisor,
I’m a brand-new employee in an HR department, and I already know what I’d like my first contribution to the business to be: to re-vamp our on-boarding process. I’m very enthusiastic about my new company, but I feel like my first weeks could have run more smoothly. I know this is a much-needed area of improvement—I just don’t know where to start! How can I improve my company’s on-boarding process so that people hired after me aren’t distracted or frustrated by the disorganization and can focus on their new position?→ Read More
After five years of a slow and struggling economy, corporate restructuring and layoffs are commonplace. The current unemployment rate hovers at 8.2%, which translates into 12.7 million Americans looking for work. With such a large pool of available candidates, you would think that a talent shortage wouldn’t be an issue, right? Unfortunately, this assumption is wrong.→ Read More
Dear A Advisor,
I need your help! My company is having trouble with employee retention. We offer competitive salaries and we’re a strong competitor in our industry, but we just can’t seem to keep staff happy enough to stay with our company. What tools can we use to make our employees more satisfied and engaged?
Thanks for your help!
Mr. Lonely→ Read More
After eight years of innovation, expansion and hard work, Facebook is now a publicly traded company worth $104 billion. But as the IPO dust settles and begins to fade, what happens next for Facebook and its employees? Many employees have newfound wealth and, as a result, Facebook management faces a risk of losing talent. With their fortune, employees may start their own company or pursue other ventures. How will Facebook retain their top talent? This isn’t just for Facebook, many companies face this problem every day.→ Read More
What’s the best way to attract top talent from the Class of 2012? In order to successfully recruit, retain, and inspire these Millennials, you should focus your engagement strategy based on their motivations and desire for choice.→ Read More
“As the economy improves unhappy employees will be looking at other companies for better opportunities. Social media has brought a new challenge to HR managers, allowing competitors to easily identify, target and recruit your top performers. Create an environment in which top performers are consistently recognized in a meaningful, specific and timely way and you’ll see your employee engagement soar, improving retention dramatically.”
“With three generations of employees in the workforce companies are managing their most diverse workforce ever. Uniform policies, benefits, and compensation won’t work for everyone anymore. We live in a society full of choices and that’s what employees, especially Gen X and Gen Y, respond well to. Make sure you empower your employees to choose their own rewards for a job well done-rewards that that are meaningful to them.“- HRMA http://www.bchrma.org/pdf/news/2011/release-yearinreview-111219.pdf
Good news – your top tier candidate signed an offer to work at your company! You have recruited a strong new hire and deserve a pat on the back – however, efforts to impress should continue long after the offer is accepted.
If you’re looking to onboard new hires with ease, then one thing to perfect is your company’s first impression. For your new hires, arriving on their first day is like a food critic evaluating the hottest new restaurant in town.→ Read More
“To recruit and retain top talent, an organization needs to be exceptional at recognizing employees in ways they value. Modern leadership must accept that recognition has a different meaning for Gen X and Gen Y employees than for previous generations. They grew up with it and they expect it. Create a culture of recognition where employees are empowered to choose their own rewards and they’ll never leave.”
“Although the workforce has evolved and is now consumed by over 50% of Millennial employees, companies’ recognition practices have remained the same. Retaining talent and driving results have become two obstacles that employers constantly struggle to overcome. To boost engagement, drive performance, and get results, employers must move beyond Traditional Years of Service awards and implement a culture of everyday feedback.”
Fact: job dissatisfaction is directly related to life dissatisfaction. “We”, by Rudy Karsan and Kevin Kruse, observes that employees who are stressed, micromanaged, and disengaged at work suffer negative repercussions in their external relationships, health, and general life happiness. Not to mention, employees are increasingly being diagnosed with work-induced anxiety and stress disorders. Employers need to abandon the work-life separation mentality and recognize that work is a part of life. You can’t retain disengaged employees because people won’t settle for a disengaged life. → Read More
Managers are fundamental to strategy, but more significantly, critical to building a team that can execute on company vision. It is the job of the manager to inspire their teams to flawlessly execute and to be held accountable for the work that is produced under their watch. Great managers understand that inspiration trumps meddling and maximize their recognition tactics as a means of motivating and driving performance.