The combination of many employees working from home plus our trudging through the highest period of quits in history has led to this outcome: A high number of employees have joined and left companies without ever meeting another employee in person.
I’m looking forward to speaking at the SHRM21 annual conference in Las Vegas next week, and while I speak at the conference each year, this year I have been asked to prove that managers cause turnover and disengagement rather than HR. Here is a preview of my Mega Session.
Google has announced they will reduce pay for those employees who have chosen to work permanently from home if their remote location has “lower labor costs than where their former offices are located”. In other words, Google will permit me to continue working for them remotely if I take a pay cut.
This is your one-page guide to bring your executives and managers into the real world of recruiting and retaining now, so their expectations are real and they develop more patience for your work.
The heat is on for companies of all sizes to declare if they will require their employees to be vaccinated against COVID-19…risking that those refusing employees could lose their jobs.
I’m a workaholic…meaning I study work…so come join me if reservation wage is a new term for you. It’s new to me, too.
I wrote here a few weeks ago that exit interviews were the same as toe tags, that whereas autopsies tell reasons why an event happened that exit interviews don’t give us a reason why because of many reasons…including employees don’t tell the truth.
Consider “too many openings”, “too few candidates”, or perhaps “applicants too picky”…but the best description I heard came from a CEO of a manufacturing company who said this about today’s recruiting: Doom Loop…defined by Jim Collins in Good to Great as “a painful cycle of decline”.
If I asked SHRM why engagement and retention are not on their list, I suspect they would tell me the primary tools for engagement and retention are surveys and SHRM has stayed away from the survey business.
Exit interviews have the appearance of leading to a solution because logically if we know why employees leave and we can fix that, then we can cut turnover and employees will stay. That logic breaks down, though, in practice.