Millennials are known for not spending too long at one company. In fact, according to Gallup, 60% of Millennials are open to a new job opportunity right now. By the time they reach age 32, most will have had four different jobs. What can organizations do to encourage them to stay longer?
Micromanagement can destroy employee motivation, creativity, and job satisfaction, and it is the biggest complaint workers have. If not addressed, employees are likely to leave. And if there is no exit interview performed, an organization might not even realize it’s happening.
A new study revealed that witnessing a rude act in the morning can hurt work performance all day. Additional studies have shown that the disengagement caused by rudeness can result in significant revenue loss and project delays.
Many of us have a hard time getting enough done in an eight-hour workday, but can you imagine a three-hour work day? Some employers are testing shorter work days or weeks.
According to a new survey by Korn Ferry of nearly 5,000 professionals, being bored and lacking challenge is the number one reason employees will seek a new job in 2018.
As technology continues to evolve, it affects the workplace and the workforce. For organizations to remain competitive in a tight talent market, they must keep up with these changes.
Here we are in the second week of January– many people had extended time off the last few weeks in December, so theoretically most people should be well rested. So why are so many of us tired at this time?
At the close of 2017 and the start of 2018 experts provide forecasts and data on what this year’s economy may experience. The following are some of those forecasts.
Leaders must continually be taking the pulse of the organization they work for. A once happy workplace can turn toxic quickly if you are not paying attention. But when caught early, it can be turned around.
Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. It increases the likelihood of having internal, experienced and capable employees that are prepared to assume these roles as they are vacated. Succession planning is crucial in order to avoid an organizational crisis when someone in a key role leaves.
Would you like to increase morale and productivity? There is a simple solution…give employees a break! More than 85% of employees believe taking regular breaks during the day would make them more productive, according to a study from Staples. However, many employees do not take regular breaks throughout their work day.
There are the obvious signs we all see when someone is job hunting…they show up in a suit when it’s a casual dress code, they suddenly have numerous appointments, they call in sick more often, etc. But a recent study shows that for months prior, there are many more subtle signs to beware of.
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?
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.
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