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.
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.
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.
According to Global Workforce Analytics 3.7 million employees now work from home at least half the time. In addition, Gallup reports that 37% of US workers say they have telecommuted at some point in their career. This is four times greater than just 9% back in 1995. With the growing population of telecommuters, are these workers feeling less connected and isolated?
Employers want their employees to bring their whole selves and full potential to work every day. But the truth is, many employees are running on empty most of the time. In order for employers to have a real effect on their employees, they must create programs that go beyond “wellness” and contribute to the employee’s total “wellbeing.”
As the “war on talent” continues to the point we are all sick of hearing that phrase, it’s important to also focus on the development and retention of your current employees. Be careful not to place so much attention on attracting outside talent, that you forget about your existing talent.
The holidays are over, it’s cold and dark and we have a long way to go until spring. Most of us at some point or another will feel the effects of the winter blues, from feeling lethargic, unmotivated to even experiencing some mood changes. For some individuals, the winter blues go much beyond that into a subtype of a major depression called Seasonal Affective Disorder (SAD).
2017 is right around the corner, and the HR industry is ever changing. The war for talent continues to evolve, performance reviews as we know them are disappearing, and just when we figured out the Millennials, Generation Z is entering the work force. Let’s look at some trends being predicted for 2017.
A recent survey from Xerox HR Services suggests that employers have shifted their attention from controlling costs to rewarding top performers. In fact, data from their 2017 Compensation Planning Survey shows that 53% of participants reported that their highest priority in the coming year is to retain top talent.
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