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When a new hire backed out even before starting work, Jennifer, an HR professional at a St. Paul printing company, went straight to the source.
“I asked the individual what made him change his mind,” Jennifer said. “We were able to take that information and determine whether there was something we could improve in order to keep it from becoming a distraction to the position.”
Though the number of aging U.S. workers continues to rise, older employees have had a smaller-than-expected effect on workers' compensation loss costs, according to a January 4 report released by Florida-based company, NCCI Holdings, Inc.
Your Executive Assistant, Sharon, leaves voluntarily, and suddenly the company is missing $28,000.
But you can’t yell “Thief!” and you can’t call the police – because that $28,000 you lost is simply the cost of Sharon’s departure.*
Studies by the American Management Association estimate the cost of employee turnover to be between 25 percent and 250 percent of the annual salary per exiting employee, depending on the type of position.
To an employee, a performance evaluation is a pretty big deal — after all, it only happens once or twice a year.
But to the manager or supervisor who is giving these interviews to entire groups of employees, it can be easy to “lose form” — and make mistakes that drastically impact the quality of the review.
Below are 5 mistakes to avoid when giving a performance evaluation, and some alternative ways to handle each situation.
When used properly, overtime can be an effective way to conquer workload demands while keeping employees satisfied. When misused, however, important factors like morale and productivity can be seriously compromised.
Risk #1: An overtime-dependent workforce. We’ve all heard a story about someone who works overtime for an extended period of time: Once the heavy workload is gone, so is all the extra cashflow they had grown to rely on. When this happens, employees can feel like the additional income has been “taken” from them. They become dissatisfied with their job – and might even start looking for a new one.
Are you an executive who thinks LinkedIn is just for job hunters? A CFO who thinks it's just for salespeople trying to make their monthly goal for appointments?
Think again. According to social media consultant Jason Seiden, "LinkedIn matters because it is where people are turning for professional communication" - from assistants to owners and everyone in between.
With unemployment still plaguing our workforce, many people are finding themselves moving sideways or backwards in the positions they take.
How can you as a manager make sure these "super-qualified" employees stick around? Click here for ideas.
Doesn’t it seem like the department and big box stores put winter holiday items out earlier every year?
It comes across as a little gratuitous, but in reality, they’re onto something: being well-prepared for their busiest season.
If your company is in the clerical, hospitality, customer service, financial, or shipping and handling industries, chances are you should be preparing for your busiest season, too.
If you’re having a hard time finding qualified technicians, trade workers, or administrative staff, you’re not alone.
ManpowerGroup’s recent Talent Shortage Surveylists those positions as some of the hardest to fill so far this year, along with:
See a trend? The list is a collection of positions for which employees with pretty specific skill sets and experience are needed.
Chances are, when a candidate comes in to interview for an opening at your company, they're pretty nervous. They want to make a good first impression, appear as the best fit for the job - and the last thing they want to say the wrong thing or come across the wrong way.
However, as the interviewer, there are things you should try to avoid as well.
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