The natural response any manager has after losing great employees is to ask “why?” Then come the old standby excuses: they wanted more money, they wanted a promotion, they wanted a schedule change, etc. What’s often missing from managers’ laundry list of reasons why they’re losing good employees is the perspective of the employees themselves. More often than not, good employees don’t leave jobs – they leave managers.
Forbes just released the nine management faux pas most likely to send employees packing. Thankfully, with some awareness and proactive attention, they can easily be avoided.
Beware of signs that may spell trouble for employees:
- Employees getting overworked – putting in longer than eight hours a day for a sustained period of time
- Great work not getting recognized or rewarded
- Employees having no relationship with their managers
Read the full article to see what else is driving employees out the door. If you’d like to see how some innovative companies are taking a proactive step to boost employee retention, download our new whitepaper.
There’s a certain magic that can come from working at a small business. Few organizations illustrate a tightly-knit, people-centric company culture better than small businesses. Luckily for larger companies, the ideas, concepts and strategies that go into creating a work environment based around teamwork, quality and culture aren’t just reserved for the mom-and-pops of the world.
According to small business owners, there are three core concepts every business should use to build a people-centric company culture. The most important one? Building a community within the organization by hiring great people, keeping employees engaged and continually communicating company values and missions.
Read the full article from Inc. to learn the other two core concepts, then tell us what you’re doing to create a people-centric company culture this year.
Attention, class: 76% of companies with more than 100 employees use testing mechanisms as part of their process for hiring talent. Why? Employers are finding that well-designed aptitude and personality tests are effective ways of zeroing-in on top talent and weeding out candidates that don’t cut the mustard.
Using testing and assessments for new hires isn’t just being reserved for junior-level employees, either. Estimates suggest that tests are being used for staffing as many as 80% of senior positions.
What are employers testing for? Here are three areas where testing has proved effective when hiring talent:
- Competence – aptitude tests are great ways of assessing a candidate’s raw reasoning and learning skills.
- Work ethic – self-report questionnaires help gauge how reliable new hires might be as well has how well they’ll fit in a company’s culture.
- Emotional intelligence – personality testing is one way employers can get a feel for how empathetic and self-aware future team members might be.
So class, please take your seats. Testing during the hiring process is here to stay – 88% of companies are expected to introduce it in some form over the next few years.
Whether it’s administering tests to identify new hires or just finding ways to enhance your company’s brand image, tell us your HR priorities for 2016.