Articles

Young Workers, “Grit”, and New-Hire Turnover

Young Workers, “Grit”, and New-Hire Turnover
Today is prime time for learning how to measure our applicants’ levels of grit…defined as passion and perseverance…because we are hiring so many of them. Assuming grit and engagement are workplace cousins, key words “finish”, “setbacks”, “diligent”, and “overcome” provide a good start to help structure the best interview questions to measure levels of grit in your applicants.
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To Retain Your People, Supervisor Trust Stands Alone

To Retain Your People, Supervisor Trust Stands Alone
It seems too intangible or simple to say that supervisors who build trust will improve retention, even more than traditional solutions like pay, benefits, onboarding, training, and everything else. But it’s true that the the lens through which your people see their relationship with their manager is how they see your company.
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Is Having a Work “Best Friend” a Viable Retention Solution?

Work “Best Friend” a Viable Retention Solution
The G12 is the core of Gallup’s approach to measuring employee engagement by rating 12 highly researched items on a five-point scale. One of those 12 is “I have a best friend at work”. I confess to initially scoffing years ago regarding this one and I whiffed on seeing the correlation between this Gallup data and an organization’s level of employee engagement.
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Who Jeopardizes Engagement the Most? Gallup Math Says It’s Managers

Who Jeopardizes Engagement the Most? Gallup Math Says It’s Managers
Gallup research tells us that the managers in our companies drive employee engagement and also says that just 10% of people put in manager roles have a strong natural ability to do so. So if companies average one manager for every 10 employees, Gallup math tells us that just 10 in every 100 employees are working for an adequate manager. That’s alarming data for our engagement and retention efforts.
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