It’s important that employers go out of their way to make sure employees are happy.
Are your employees happy? It shouldn’t be difficult to tell if you take one look around your office. If they’re slumping in their chairs, refusing to talk to each other and conducting non-work-related activities during working hours, there’s a good chance your employees want to be somewhere else. Continue reading
Inspired employees are ones that have great experiences in the workplace.
Are you looking to cut hiring costs? There’s no better way to do so than by retaining employees.
“70% of millennial employees want to start their own businesses at some point.”
However, it’s not easy to do so. A report published by Deloitte noted that a large part of the global workforce – roughly 35 percent of employees – are made up of millennials. And 70 percent of these employees want to start their own businesses at some point. Twenty percent would rather not work for corporations with more than 10,000 employees.
While we could discuss millennial workers for hours, here’s what you need to know: Millennials are entrepreneurial at heart and are fearless (and sometimes inpatient) when it comes to looking for opportunities that perfectly align with their professional expectations and lifestyle needs. Other generations act differently, and the disparities between groups of employees can make it difficult for companies to pinpoint exactly how to increase retention rates.
It’s almost as if employers are battling time.
Yet, there are ways to increase retention rates, and it starts by improving employees’ overall experience. Here’s how: Continue reading
If your employees are disengaged at work, help them.
How do bored employees help a company succeed? It’s not a trick question – they don’t! All around the U.S. offices are filled with completely capable, skilled, intelligent workers who simply aren’t motivated by their jobs.
“Only 32 percent of workers were engaged at work in 2015.”
A Gallup survey of close to 81,000 U.S. full- and part-time employees found that a mere 32 percent of workers were engaged at work in 2015. This is discouraging news, especially considering how hard businesses work to turn a profit.
So the question is, why are employees not engaged? Companies need to task their top personnel with figuring out this answer and developing an engagement plan to address the reasons and propose solutions.
If you’re not sure where to begin, here are several steps: Continue reading
Whether the news is good or bad, managers need to open up and give employees feedback.
Good or bad, employee feedback is key.
One of a leader’s most important duties is providing feedback. Leading a team becomes harder if workers can’t get a read on whether their current efforts are appreciated. This can be a tricky area for managers who want to ensure the comments they hand out keep their team members on the path to success. It might be especially troublesome to give bad news. However, it’s critical to become adept at delivering either kind of progress report. Continue reading
One of the most important factors for retaining job-hoppers is work-life balance.
One of the most important factors for retaining this group is work-life balance.
There is an increasing culture of job-hopping in the modern workforce. Instead of staying with one company for decades, millennials and other employees live in a state of persistent, passive job searching. They are always open to switching jobs if they find one that better aligns with their interests and goals. One of the most important factors for retaining this group is work-life balance.
Modern employees want to work for flexible companies that allow them to have lives outside the office. In fact, a 2015 Indeed survey concluded that over half of workers would consider switching jobs if another company offered a better benefits that were conducive to work/life balance. See why giving your employees the opportunity to have equal free time to work time is important in the modern office? Continue reading