I spotted an article titled, “Why More Employers Are Recruiting Teachers”. This connected with me regarding how companies must re-think job requirements so they can open recruitment up to more applicants who have less on-paper qualifications.
A new report indicates that the inflation impacting all consumers, all businesses, and threatening politicians’ careers across the U.S. and the can’t-be-avoided domestic news topic of “The Great Resignation” are directly connected.
The common belief is that the employees quitting during “The Great Resignation” are young and don’t make much money, so replacing their meager incomes is easily done with an Uber application. While true, two new reports throw a heavy wrench into the assumption the majority of quits are entry-level workers.
No blarney, the number one reason employees stay or leave, is how much they trust their direct supervisor. Stay Interviews are the number one method companies who successfully cut turnover use to build trust one-on-one between employees and supervisors.
Stay Interviews are the rock for employee retention and provides the fuel for building trust. But Stay Interviews need data-driven components to measure success and see real turnover results.
Never in our history has HR had more opportunity to contribute to productivity. If your CEO is joining others saying attracting and retaining talent is a top challenge for 2022, every potential solution, conventional or not, must be on your list.
Last Sunday after the Super Bowl, NBC New York 4 News aired a segment on Quest Diagnostics’ use of Stay Interviews to cut turnover, so far by 42%. We are thrilled to be the conduit for Quest’s success and if you watch the 3-minute video, you will quickly identify my favorite part.
Manager disengagement is a major problem, a very significant obstacle to productivity. We sometimes use the term “exponential” to exaggerate some issue, some statistic, but in this case that term is a fit, knowing that the less engaged your managers are, the less engaged their teams and individual employees become.
If you keep low performers will you lose top performers, and ultimately be left with a workforce comprised of these workers and others who just don’t care?
Companies’ most frequent response to “The Great Resignation” is to raise pay. In fact, average increases rose from 2.6% to 3% during 2021 and are scheduled to raise to 4% during 2022. Let’s consult other data though, to better understand why all of this cash is having so little impact on the number of employees who are quitting their jobs.