Do Managers Create as Much Stress as Spouses?
The answer is “yes”, according to a new SHRM study that covers the overall impact of managers on employees’ mental health.
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…
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.
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.