How often do you find yourself retuning a meal at a restaurant? Not that often, right? In fact, it’s usually only when the food has a pretty big issue: maybe it tastes terrible or is severely under-cooked. I think this serves as a perfect analogy for involuntary turnover.
One of the top reasons good employees leave jobs is because they have few or no opportunities to advance within a company. But this particular pain point can be mitigated by identifying potential avenues through which an employee can grow and integrate as a member of a business. They want to know how their careers fit in with your long-term business plans: the extension and development of employee career pathing and ladders is a crucial factor in retention, engagement, and ultimately business growth.
Define emotional intelligence, the value of it in the workplace, and how to utilize it. Use New Hire Insights and Talent Insights to measure an employee’s self-awareness, self-regulation, social skills, empathy, and motivation. (more…)
HR budget planning is always a guessing game, and the rules, players, and resources change every single year. Even if you have a pretty good handle on what the year ahead will look like, budgeting is often done without all of the details handy, and can feel like walking across an on-fire tightrope while handcuffed and blindfolded: the stakes are high, the execution is difficult, and the results are oh-so worthwhile. But planning a comprehensive and successful HR budget can be simple as well as effective, with just a little analysis and foresight.
The health of a company can be directly connected to the health of their employee base. And one of the ways you can maintain an environment which keeps your workforce healthy, happy, and motivated is by developing and managing a strong company culture.
After making a great hire, the next big goal of your team should be retention. Unfortunately, within the first 6 months of working, 31% of employees quit their jobs. This is an alarming statistic that points to a bigger issue’ poor onboarding.