The Day “The Great Resignation” Conquered The 2023 Recession
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 – More Like Autopsies or Toe Tags?
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.
Supervisory Training’s Missing Piece: Practice
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”.
How a Governor’s Law Could Improve Recruiting and Retention
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.
Why “Lost Productivity” Is the Highest Turnover Cost
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…
7 Employee Retention Resolutions for 2023
What should every company resolve to do in order to cut turnover during this shiny new year? Here are seven suggestions that you should be considering.
My First Example of Why Building Trust Matters
I write and speak about building trust a lot. And while data makes clear the number one reason employees stay or leave is how much they trust their boss. I learned all I needed to know about building trust from my “first boss” Bob Bowen.
How Much Can Pay Fix Turnover?
Companies that believe retention is based on pay, benefits, or any other traditional reason are dogs chasing their tails. They will never out-pay their competition for talent…but they will irritate and lose top performers by constantly raising starting pay without addressing pay compression for others.
I’m Thankful for This One Career-Changing Day
This story is the genesis of my completely re-directing my career by taking one idea…how to cut turnover…and launching my second-half entrepreneurial work life.
Last Thursday and Retention Accountabilities
Two things happened last Thursday that will juice anyone’s interest in cutting employee turnover…and both were about getting c-suite executives to support moving retention accountability out of HR to the frontline managers where it belongs.