Kandor Group, Inc.

Check out top 8 exit interview questions to ask departing employees before they leave to gain valuable insight into what's working and what's not in driving workforce retention at your company. #humanresources #hr #workforce #management #strategy #retention #business #leadership #kandorgroup #hiring

October is National Disability Employment Awareness Month. As it draws to a close, this is a great time to remember that celebrating NDEAM can happen all year. It all starts with having conversations with leadership and employees and evaluating the workplace. Make sure it's comfortable, accessible, and achieves the goals you set out to achieve. Additionally, the holidays can be a great time for some training and reaching out to collaborate with other non-governmental organizations (NGOs). Start making changes now and you'll have an inclusive organization in no time. Check out the visual post below for a condensed "how-to" of ideas to get the ball rolling. #disability #equityandinclusion #accessibility

"It’s when employees feel safe to express themselves, take risks, and share ideas without fear of negative consequences that they’re more motivated, engaged, and productive." How do you do this? Through psychological safety. It leads to lower turnover and higher retention, metrics that typically reflect how happy employees are in their roles. You can't attract top talent with a poor workplace culture, and even if you get some top performers, they won't perform if they're constantly worried about their job. Even worse for the organization: word of your poor culture will spread and make it even harder to recruit and keep great people. Here are a few ways to start: Truly open feedback - listening to brand new employees as well as experienced people. If someone sees a problem or a better way, speak up! Use mistakes as learning opportunities - it shows that we don't learn unless we fall occasionally. Encourage innovation by trying new things - it could lead to something big, or a lesson learned. You'll notice all three of these actions link together into a cohesive supportive culture. There's a lot more you can do to enhance psychological safety on your team. Check out the article and give us a call at Kandor Group - we can help you create a safe space where your people can thrive. #HR #PsychologicalSafety #InnovationCulture

If you haven't had a review of your safety and compliance, Kandor can help. Companies need to continually adapt and improve their safety safety through a continuous improvement plan. We help organizations understand state and federal regulations and what they need to ensure both compliance and safety. Kandor Group develops workplace policies and procedures, conducts HR compliance audits, and assists businesses in managing complex employee relations matters including, but not limited to, unemployment claims, EEOC charges, workplace investigations, and performance management. #hr #safety #compliance

With 73% of adults feeling anxious about the upcoming election, it's important do what you can to create a comfortable work environment. Leaders and managers can allow a safe space to listen to employees, check in with them about any concerns, and have a plan for how the organization will or won't respond to the election. HR can help to foster a respectful culture, while recognizing or rewarding those who have navigated difficult conversations. They can also communicate organization policies on voting, such as time off to vote and flexible work, that may make it easier to participate. Making training, safe spaces, and mental health resources available are other ways to support employees. Employees should focus on being professional, what they can control, and set boundaries for politics at work. You can decide to not discuss politics at all if that's best for you. Most of all, make sure you take care of yourself and seek support if needed. #politics #hr #election #mentalhealth

Employee engagement can be hard to measure, but if you use a framework like this one to understand the different types of engagement and make an effort to improve each one, you're on the right path. Think about how employees work, their ability to explore their curiosity and do deep work. Consider their emotional engagement and how you help employees to feel a part of your organization. Also, think about how employees are involved in decisions and have the opportunity to do meaningful work. Consider all the ways your employees can really engage in work, not just complete tasks. More engaged teams are happier and more productive! #hr #culture #teambuilding

There are a lot of challenges to interviewing a candidate. Be aware, in this job market candidates are looking for speed and respect. However, that's sometimes hard to balance with requirements for multiple rounds of interviews, assessments, and tests. How do you balance a fast, respectful process with the requirements that come from many companies? #InterviewChallenges #CandidateExperience #HR #Recruiting

Employees have a huge collection of experiences that are often missed by employers. Their skills, hobbies, and experiences outside of their job scope can provide a lot of value to the organization, while allowing them to expand into areas they enjoy. Normalize sharing skills and interests that can trigger ways to get your people more involved in areas they enjoy. #teambuilding #valueadd #transferableskills

'Hushed Hybrid' working brings up some critical liabilities. If you require employees to be in the office a certain number of days per week, but the policy is not applied evenly, that could favoritism at best and discrimination at worst. Also, if it's a part of policy, it needs to be applied evenly. The author makes a great example: if IT employees are required to be in the office 3 days a week and are punished for not doing so, but sales people come and go as they please, this not only contributes negatively to your culture, it can create legal problems later down the road. Be careful when implementing return to work policies, and make sure there's a good reason people need to be in the office, not just that there is an office. #hybridwork #humanresources #BackToTheOffice

Remote workers feel more connected, valued, recognized, and engaged than their office and hybrid counterparts. The one area where in-office has a slight edge is in systems and processes, and access to information. However, knowing what they need to do is level across employees. What this data really shows is that remote and hybrid employees tend to be happier and feel more appreciated than office-going employees. No matter your requirements, consider giving your employees more freedom in their schedule and make sure they have the systems to back them up, no matter their location. #HybridWork #RemoteWork #InOfficeWork