A Paychex study tells us 80% of those who changed jobs during “The Great Resignation” have regrets and wish they hadn’t walked out on their original jobs. Let’s extrapolate that over the more than 97 million quitters from 2021-2022. That’s 77.6 million people who regret quitting their job. Let that sink in.
The Harvard Business Review has a reputation as the leading deep-thinking research publication for organizations to reach their highest performance levels. A recent report certainly meets that standard and provides one key retention instruction for executives of all industries.
The answer is “yes”, according to a new SHRM study that covers the overall impact of managers on employees’ mental health.
What is the best two-word description for recruiting today? Doom Loop “a painful cycle of decline”. The recruiting doom loop can be overcome with proven smart retention practices.
CVS and Walmart announced last week they would cut pharmacy hours “in the midst of a pharmacist shortage.” There is a “canary in the coal mine” situation happening here.
It’s all about workforce numbers and the statistics all point to the same thing - the unprecedented force of “The Great Resignation” has soundly defeated the predicted recession.
Exit interviews are often constructed so poorly that the most common leave reason is “better opportunity”. How can HR possibly quantify what “better opportunity” means? Perhaps managers should be asking their current employees why they stay.
Choose any one of the hot current supervisory training programs and you’ll find they all hit the wall in day-to-day use due to a very easy-to-grasp reason; because we ask the attending supervisors to be reactive vs proactive, that “the next time this circumstance happens, do this”.
On his first day in office, Governor Josh Shapiro of Pennsylvania signed into law that 92% of state jobs will no longer require a college degree. Implementing the “Pennsylvania plan” helps improve recruiting and retention efforts through the change of developing careful language and screening processes to match candidates with real job qualifications.
This discussion should be especially interesting for anyone charged with reducing turnover. First, We Should be Calculating Turnover as Dollars Not Percentages Our company’s Finnegan’s Arrow model is the spine for each of our retention solutions. It’s the starting point…