Tagged: company culture

The Top Four Warning Signs of Employee Turnover

 

Employee turnover is as costly and damaging as it is inevitable. HR teams have spent generations trying to curb it, and, sadly, today they’re no closer to finding a sure-fire remedy. While organizations may lack a catch-all solution for employee turnover, many have made leaps and bounds when it comes to understanding why employees leave. And understanding the problem is the first step to addressing it.

In order to help organizations cultivate this understanding, Quantum Workplace just released “Top 5 Predictors of Employee Turnover.” The report is a compilation of survey data gathered from over 97,000 professionals and sheds light on just how subtle and nuanced employee turnover predictors can be.

Turnover-focused employers and HR specialists may want to glance over Quantum’s top five…

 1. Lack of Job Satisfaction

Okay – this seems like a no-brainer. But are the symptoms of job dissatisfaction always easy to spot?

2.  Unmet Individual Needs

The challenge for HR: Identifying which needs have the greatest impact on an employee’s willingness to stick with their job.

3. Poor Team Dynamics

This is one of the most challenging predictors to monitor and counteract, especially in large organizations where leadership is delegated and departments are fragmented.

4. Wrong Organization

Sometimes it’s just not the right fit between employee and employer. Which means it’s all the more important that HR understands why certain employees don’t align with the organization.

Explore Quantum’s full report to learn more about the top five turnover predictors and, most importantly, get tips for stopping employee turnover in its tracks.

See You at the 2017 Total Rewards Conference


If you want to learn more about the current tech-savvy workforce and how to attract them to your organization meet up with us at “On Their Terms: Engaging Millennials (and Your Entire Workforce)” at the #WorldatWork 2017 Total Rewards Conference in #WashingtonDC. See you there!

On Their Terms: Engaging Millennials (and Your Entire Workforce) – Tuesday, May 9, 9:45 AM

Session Leaders:

  • Amy Stern, Director of Employee Engagement Research, BI Worldwide
  • Christy Thompson, Vice President of Humans, Sunglass Hut

How to Create a Transparent Talent Acquisition Process

Transparent Talent AcquisitionToo often, transparency in the talent acquisition process is like Big Foot – much talked about but rarely, if ever, seen. Josh Reeves, CEO of Gusto, just published his five keys to putting workplace and recruiting transparency into action, which include providing frequent feedback to employees and candidates and holding more “AMA” (ask me anything) meetings. Check out the article in Entrepreneur for Reeves’ full run-down.

Creating a Transparent Talent Acquisition Process

The best time to establish transparent talent acquisition and retention processes? As soon as an employee or candidate walks through your company’s door. Using HR materials like offer letters and total rewards statements is the best place to start.

What do offer letters and benefit packages have that help create a transparent, employee-first company culture?

  • Empathetic, candidate-centric messaging
  • Engaging design and rich media formats
  • Intuitive, mobile-friendly interfaces

Take a look at how some companies have already started adapting their talent acquisition processes to be more transparent and empathetic.

From SMB Owners: How to Create a People-Centric Company Culture

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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.