Tag Archive | "employee retention"

Tweet When we talk about onboarding and induction, does the word “fun” come to mind? Probably not, but that can change. And it should because the way organizations integrate new employees affects long-term productivity, retention, morale and your bottom line. With a bit of creativity and fresh ideas, you can make the transition easier on [...]

Tweet Nearly half of U.S. workers are at least somewhat likely to look for a job this year, bucking common assumptions about the employment market, according to the 2012 Aflac WorkForces Report, a national study analyzing forces driving the trends, attitudes and use of employee benefits. The Aflac study found that those employees who are [...]

Tweet What makes great talent stay with an employer for the long haul? And what could you be doing that’s inadvertently driving them away? This week’s 5 for Friday rounds up some of our favorite links that tackle employee retention issues. 5. IT Workers Are Happy, But Will Still Leave for Something Better. Most IT [...]

Tweet A little recognition at work can go a long way in retaining your best workers, a recent survey for OfficeTeam found. Luckily, most companies seem to be doing a good job. More than half of workers said they felt they’re acknowledged a decent amount, and more than one-quarter said they felt they get plenty [...]

One of primary reasons Americans forfeited two vacation days on average was their heavy workloads. Although companies reported that employees were 22% more profitable in 2011 than 2010, many employers are also realizing that less-stressed, rested and happy employees result in higher productivity and retention rates.

Tweet In 1968, a blizzard dumped two feet of snow and six foot drifts on our small farm. After exiting our house through a second-story window, my father made his way to the barn where he discovered the shed door partly cleared away and open. Inside he found our elderly farm hand, Leo, feeding and [...]

Tweet This week, when top executive Greg Smith announced his resignation in a very public op-ed in the New York Times, critics began to compare his resignation methods to business dealings more akin to the popular show, Mad Men. Human resources leaders may have viewed Mr. Smith’s resignation as an HR retention disaster, lacking all [...]

The recently-announced 2012 list of The 100 Best Companies to Work for in America proves once again that great companies understand employee engagement — and how to cultivate it — consistently. This conscientious approach to talent management explains why some companies make the list year after year. To learn more about what it takes to be chosen, we spoke with Amy Lyman, co-founder of the Great Place to Work® Institute and author of The Trustworthy Leader: Leveraging the Power of Trust to Transform Your Organization (Wiley, 2012).

In my last post, we took a look at the whys of workplace flexibility and its increasing value to American workers; according to the National Study of the Changing Workforce, 87% of employees report having workplace flexibility would be extremely or very important if they were looking for a new job. In response to this growing demand for flexibility, 66% of employers in the National Study of Employers report they now see workplace flexibility as a strategic business tool that can benefit both employers and employees.