Just when we think we have Millennials figured out and have designed engagement and retention programs around them, in comes Generation Z. Is Generation Z really that different than Millennials?
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?
Companies can no longer compete for talent with traditional offerings and expect new hires to stay long term. In a 2016 iCIMS study, 400 U.S. full-time employees were surveyed to discover the factors that lead to job satisfaction as well as motivations for leaving an organization.
Interviewing candidates can be just as painful for the interviewer as it is for the candidate. If you are consistently having candidates turn down job offers, it might be time to look at your process.
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?
According to the Project: Time Off report, The State of the American Vacation 2017, it appears that Americans might finally be starting to use their vacation time. For years, vacation time usage has been on the decline in the U.S., but the 2017 report shows some optimistic results.
The salary history question has become quite controversial in recent months, and some cities and states have created laws around it. It used to be an expected question during the interview process, but there is debate over whether the question is a fair one and could cause pay inequality to prevail as women progress through their careers.
How long did you sleep last night? If you’re like 83% of U.S. workers, not enough. While the American Academy of Sleep Medicine recommends that adults get 7-8 hours of sleep each night, only 17% say they actually get that full amount according to a recent Career Builder survey. 60% feel that the lack of sleep negatively affects their work.
A recent survey by CareerBuilder reveals that 70% of employers use social media to screen candidates before hiring. Just one year ago that number was only 60%. Is a person’s online persona becoming as important as their resume?
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.
Artificial Intelligence (AI) is one of the newest trends in HR and talent acquisition. According to a recent CareerBuilder survey, more than 1 in 10 HR managers (13%) are seeing AI become a regular part of HR. 55% say they expect it to play a large role within the next five years.
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.
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.
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.
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