The Real Secret to Cutting Turnover Is…
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.
Job Requirements VS “The Great Resignation”
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.
MIT says “Toxic Culture” driving “The Great Resignation”
MIT researchers shared a new study that presents a different perspective regarding why employees are quitting their jobs in droves, and the number one reason is “toxic corporate culture”. “Toxic corporate culture” is comprised of three distinct categories and the MIT research tells us “toxic corporate culture” is…wait for it…10 times more important than compensation in predicting turnover.
10 Reasons “The Great Resignation” is the New Normal
We are now firmly in the midst of “The Great Resignation”, and the number of monthly quits have consistently exceeded their all-time highs. This gloomy picture would be incomplete, though, without looking beyond today, wondering how long the workforce clouds will stay dark. There are at least 10 reasons that forecast "The Great Resignation" as the new normal.
Keeping Retention Goals Top of Mind
Each of you knows that nothing happens in organizations without accountability…nothing…yet my guess is fewer than 5% of global companies, large and small, actually hold someone accountable for turnover. This is why we always begin with converting turnover to dollars. It’s the turnover accountability wake-up call.
PROOF: Employees Talk About Their Bosses Over Dinner
During a recent client discussion, I mentioned my belief that what matters most regarding employee retention and engagement is what employees talk about over dinner. That the feelings we tell ourselves on our way home from work plus any subsequent conversations we have soon after ultimately predicts how long we will stay and how committed we are to our day-to-day work.
Connecting Thanksgiving, Poverty, and Stopping Absences (2021 reprint)
I kept searching for clues as to how a poverty-stricken person views work, clinging to the naïve notion that work = money = getting out of poverty, so therefore one would give all to their job as the ticket out. Then I read more about poverty and the big lesson for me is that a poverty-stricken person’s reality is worse than I thought, with a lack of support systems and knowledge of hidden rules.
Economists Predict When “The Great Resignation” Will End
Last month the Wall Street Journal reported the results of a survey conducted with a large group of economists. Of the 52 economists surveyed, 22 predicted that workforce participation would never return to its pre-pandemic levels. So the challenge of recruiting and retaining in 2019 was cake compared to what’s ahead in 2022, 2023, 2024, and 2025.
Forbes Agrees With Our Referral Approach
As I've shared in two recent articles, most employees won’t care about your referral program if you don’t pay out a significant chunk the day the referred employee starts – and Forbes agrees.
A Smart Approach to Increasing Employee Referrals
Pay at least half of the total reward to the referring employee on day one, especially if that employee is paid by the hour. Otherwise your referral program begins with a fatal flaw…at a time when you’ve never needed employee referrals more.