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.
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.”
Victor Park West
19575 Victor Parkway, Suite 100
Livonia, MI 48152