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.
All offices have conflict. As people work together to solve problems, it’s virtually unavoidable. And most importantly, it’s OK. It’s how it’s handled that can make or break the effectiveness of conflict.
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.
Stay interviews are the best defense against employee attrition. While exit interviews can have value, you are finding out the information too late. By conducting regular stay interviews, you’ll discover exactly what employees like and don’t like about their job and the workplace. This allows you to make changes before employees leave, resulting in reduced employee turnover.
Summer is approaching and many employers hire co-ops, interns and work study students during that time period. When employing a student and the student is the object of harassment, the question is whether the student can seek relief under Title VII of the 1964 Civil Rights Act (Act), Title IX of the Act, or both. A recent case from the federal Third Circuit Court of Appeals answered affirmatively that both could apply.
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.
Although Alfred E. Newman is a fictional character from Mad Magazine, his approach of “What, me worry?” is one that HR professionals should emulate. Although employers and employees do some of the darnedest things, regardless of the advice and counsel of HR, there is no need to stress out over this stuff. That is…as long as some common sense is applied...
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.
In an interesting case regarding employee classification, the Seventh Circuit found that a position was neither an employee, a leased employee, nor a contractor according to separate insurance policies that covered such classifications for purposes of theft and other fraud liability. So what was this “employee?”
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.
Uber has been in the news a lot lately regarding its meritocracy practices and competitive culture. Although this mentality has brought them from a mere start-up to a $68 billion company, their corporate image is being bruised and it’s leaving a black mark on former employees’ resumes.
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.”
What, if anything, can an employer do if politics and political discourse begin to disrupt the workplace? Post-election anxiety and tensions continue to run high and corresponding political discourse is winding its way into the workplace in one form or another. Can an employer squelch political discussion? Should they? What about employee political action outside the workplace?
Workplace bullying is way more common than it should be. Research from the University of Phoenix revealed that over 75% of employees surveyed have experienced workplace bullying – either as a witness or a victim. It’s important to be aware of the signs within your organization so that you can recognize when bullying is occurring and stop it in its tracks.
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.
Last week Staples released the results of their 2016 Cold and Flu Survey. In its seventh year, the survey found that even though employees and employers are aware of prevention techniques and the dangers of coming to work while ill, nearly 80% of employees still admitted that they went to work sick last year. 73% of employees claimed to have caught a cold or flu at work, and 32% blamed their coworkers for getting sick last year.
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