Topic: TotalRewards Software

Four Symptoms of a Toxic Workplace Culture

Companies are making major strides when it comes to innovating workplace culture – some are even injecting their companies with a little eastern philosophy! Still, unhealthy workplaces exist, and to prevent their organizations from suffering costly employee churn and gaining a bad rap on Glassdoor, business leaders need to know when their workplace culture is taking a turn for the toxic.

TalentCulture founder and CEO – and TotalRewards friend! – Meghan M. Biro recently listed the four signs of a toxic workplace. Take a look – hopefully you don’t spot any of them at your company!

1.      High Entry- and Mid-Level Turnover

Do your lower-level employees tend to stay for a few months and then bolt? That may be a sign your culture is missing something, especially since entry-level workers tend to be millennials who often crave different workplace values than their older colleagues.

2.      Fruitless Recruiting

The job market is hectic and there are literally millions of job openings. If you’re an organization that’s struggling to fill positions, is it really that all the best candidates are taken, or could it be something about your company, employer brand or candidate experience is turning them away?

3.      Grumpy Workers

Water-cooler gossip may shed the greatest light on a workplace culture’s deficiencies. Are employees generally happy? What do they complain about? Do they feel undervalued? Business leaders may be able to learn a lot about their organization by loitering around the water cooler more often.

4.      Stuck in the Status Quo

Are new processes and organizational changes met with resistance at your company? This could be a sign that employees don’t trust their employer or may even feel their company isn’t looking out for their best interests. Either way, too much resistance to change is a sure-fire sign of a toxic workplace culture.

Be sure you know how to sniff out a toxic workplace culture before it drives your employees and candidates out the door. Read Meghan’s full article for more insights and expertise.

There’s No Easy Fix for a Toxic Workplace Culture

Developing a positive workplace culture takes time, and there’s no set formula for accomplishing it. Forward-thinking companies are acknowledging how important culture is to today’s talent, identifying shortcomings within their organizations, and implementing solutions that lead to higher engagement and retention.

Check out our white paper to see exactly what they’re doing.

Four HR Retention Strategies That Most Companies Forget

It’s an age-old question amongst managers and HR teams: “Why do good employees quit?” Unfortunately, many organizations get so wrapped up in rooting out the source of discontent in their workplace that they spend less time actually addressing retention issues. In reality, some of the smallest shifts in company culture, employee motivation tactics and compensation can have the greatest impact on talent retention.

Here are four powerful HR retention strategies that often get forgotten, overlooked or downright unconsidered:

Promote from Within

Many companies have a tendency to immediately look outside their own walls when it’s time to fill upper-management roles. However, this tactic can send shockwaves of negativity and dissatisfaction throughout the workplace, driving ambitious employees to feel unvalued and unwanted.

Hold “Stay” Interviews

The “exit” interview is a standby in the workplace. But what may be even more valuable for companies are “stay” interviews, where business leaders can pick the brain of longer-tenured employees in order to learn more about why they have stuck it out with the organization.

Invest in Employee Development

If employees feel they’re getting better at their job, becoming more knowledgeable and learning new skills, they’ll be more likely to stay with an employer. That’s why it’s important for companies to foster an environment of learning inside their workplace. How? Training classes, skill workshops and tuition reimbursement programs are great places to start!

Offer “Small Perks”

Sometimes the littlest benefits can make all the difference when an employee weighs whether to stay at their current job. Perks like “casual Fridays”, “donut Mondays”, free dry-cleaning pickup, and discounted gym memberships may not seem like much, but they may be the benefits that stand out the most on an employee’s total compensation statement.

For more overlooked HR retention strategies, check out this article from the Wall Street Journal, then read our blog “Creating an Innovative Company Culture in 5 Easy Steps” to learn how to leverage retention tactics into building an employee-centric workplace.

TotalRewards Now a Sponsored Partner of InCommon’s Identity Management Program

Alabama’s “Truth in Salary Act” is yet another sign that total compensation transparency is trending upward. As research continues to show that pay transparency has a growing influence on job satisfaction and retention, organizations – public and private – are searching for new, innovative ways of injecting transparency into their total compensation packages. Meanwhile, some software companies are making it easier for organizations to deliver total compensation transparency. Enter TotalRewards Software!

We’re proud to announce that TotalRewards is the newest sponsored partner of InCommon, an identity management federation. Operated by Internet2, InCommon provides a secure and privacy-preserving trust fabric for public institutions that use Shibboleth as a single sign-on portal for their applications, giving these institutions direct access to TotalRewards as an exclusive vendor.

You can learn more about InCommon and its partnership program here.