A recent survey by CareerBuilder revealed that 55% of workers feel they have just a job, not a career, and 38% of these workers are likely to change jobs in 2017. The survey also uncovered that 28% of survey respondents actually hate their job and only stick around in order to pay the bills. Is this the type of employee that you want working for you? Of course not. But all organizations have these lower level jobs. So how can employers engage these employees?
Employee engagement is an ongoing buzzword, but there are many different perceptions of what exactly an engaged employee is. Employee engagement goes beyond happiness at work.
Just to be sure you caught what the title states – millennials are quitting jobs they LIKE. A new study by Qualtrics and Accel found that 74% of millennials who like their jobs plan to leave within the next three years. Why would anyone quit a job they actually enjoy and are happy at?
A new survey from EmployeeChannel, Inc. entitled “What Every Employee Wants from Their HR Team” was released in early July. The study looked at the communication preferences of more than 1,200 remote, non-desktop, and office workers. Interestingly, the results were similar across all three employee types.
According to the Department of Labor nearly 60% of U.S. workers are hourly. While there may be advantages to hourly positions for organizations, they experience an extremely high turnover rate. Hourly positions tend to have lower pay, less job security, stricter schedules, no or reduced benefits, lack of bonus structures, and fewer opportunities for promotion. So how do we keep hourly employees motivated and engaged?
What is the one thing all employees want? Respect. It rates very high in almost any survey you can find. Harvard Business Review recently published a study that revealed that when over 20,000 employees from around the world, not just the U.S., were surveyed, every single one of them rated respect as number one in importance. In fact, companies that show respect for their employees score higher across several other categories as well.
It’s likely fair to say that we’ve all come across a jerk or two in our work lives. In a recent survey by Connectria Hosting, 83% of respondents said they’d worked with one or more jerks during the past five years. Connectria and others have now created “No Jerks Allowed” policies for their workplaces.
School bullying is now a household term recognized widely, but what about workplace bullying? Workplace bullying has affected 27% of workers according to a survey by the Workplace Bullying Institute. The majority of workplace bullies are bosses, and 72% of employers deny, discount, defend, or rationalize the bullying. 61% of victims wind up losing their jobs as a result.
Solely based on Federal law…yes. A federal court ruled last week that it is legal to pay female employees less than men if it is based on past salary history. This decision by the 9th Circuit Court of Appeals overturns a previous ruling that stated that pay differences solely on past salary history were discriminatory, based on the Equal Pay Act.
Employee appreciation is a key element to achieving high levels of employee engagement and retention. Employees that feel appreciated have increased productivity and tend to feel better about their work. But if approached the wrong way, it could backfire.
The term onboarding means different things to different companies. Some describe onboarding as the time it takes to complete paperwork and conduct a background screening after a new hire accepts an offer. Others consider onboarding to be the first-day orientation, consisting of one day (or one hour in some cases) packed with paperwork and everything you need to know about the organization. But in actuality, orientation is merely the first step in the onboarding process....
With everyone being connected 24/7, is achieving work/life balance really just a pipe dream? For most people it is more about creating a blend of the two, not necessarily creating two separate pieces in balance. So instead of continually trying to achieve balance between the two, consider integration instead. When you integrate your work with your life you are more likely to be happy and achieve success.
Do you worry about hiring the right people? Do you worry about retaining and engaging your current workforce? All in an effort to drive business performance? Maybe it is time to look at your organization’s pay equity.
When done correctly, employee development can be one of the biggest drivers of success in an organization. Numerous research studies demonstrate that career advancement (or lack thereof) plays a big role in employees’ decisions to either join or leave an organization. Talent development can consist of formal training courses, mentoring or coaching, and cross training between departments. Investing in your employees' development can pay off long term with turnover...
It’s hard enough to find good employees, so when you find them make sure your managers are not making any of these common mistakes that drive employees to look elsewhere. It holds true that employees don’t leave jobs; they leave managers.