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Are You Hiring for a Calling or a Job? It Impacts Retention

Those who experience their work as a calling are most likely to feel a deep alignment between their vocation and who they are as a person. However, they are also most likely to act faster to leave than other employees when they have mistrust of management because they bring high degrees of expectations that escalates frustration quicker when stifled by a poor boss. What to do?
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Best Employee Engagement Gauge: 1-Day Survey or 1-on-1 Conversation?

Best Employee Engagement Gauge: 1-Day Survey or 1-on-1 Conversation
As important as engagement is, what do you think provides the best data? A one-day snapshot survey or a regularly scheduled one-on-one manager to employee conversation. To truly know how our employees feel about their jobs every day, we know conducting Stay Interviews are the best way to ask, listen, probe, and respond to individual problems and needs. That’s how to truly gauge employee engagement and improve employee retention.
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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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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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