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

The oldest Gen Z's are now 27, and are becoming a big part of the workforce, set to overtake the Millennials by the 2040's. Their values and behaviors are ingrained from growing up digitally native and seeing remote work as the standard. Getting them on board with "traditional" working standards won't work. Here are 4 truths you need to know about how Gen Z works, and how you can work with them. #genz #hr #remotework

If you're still on the fence about whether to bring in an outside HR professional, check out some of our case studies and stories from our clients. Bringing in an outside perspective that isn't influenced by the day-to-day politics and grind of the office can bring a whole new perspective. It's also a great way to complete projects like your handbook, succession plan, or expansion that your HR team just doesn't have the time to do. #hr #culture #strategy

Mindfulness at work can help reduce stress, increase productivity, and overall improve culture. It's easy to give your employees the tools to practice mindfulness at work between tasks, at lunch, or during a stressful project. The quicker you were to say "we don't have time for that" the more you need it... #stress #mindfulness #culture

To be successful with new hires, you need a cross-functional hiring team. Just like you wouldn't want the recruiter to be the only one who interviews candidates, you don't want a single person responsible for making a decision on the new hire. If you can get the recruiter, direct supervisor, HR, and possibly some future team members or the owner involved, you can make better hires. As a recruiter, your relationship with HR and the company will impact the long-term success of the placement, the team, and ultimately your relationship with the company. #hr #hiring #culture

Part 2! There are many great lessons we can learn from the way Olympians train. From (healthy) internal competition to letting your top performers attract other top performers. Here are five more ways to use Olympic methods to make performance the priority of your organization. #olympics #talent #hr

"Having a best friend at work is strongly linked to profitability, engagement, efficiency, safety and retention, according to Gallup research." Having friends at work means less stressed employees that are productive, safe, and happy. Encourage friendships and comradery at work. Often, employees who are "in the zone" at work don't act like they normally would and can come off differently than they really are. Create opportunities for employees to get to know each other in more casual settings so they can understand and support one another. They may just find their best friend. #friends #hr #culture

"Organizations with formal employee recognition programs have 31% less voluntary turnover than organizations that don't have any program at all." People are core of your organization, and showing them your appreciation means a happier workforce. There are multiple ways to do this: public praise, private praise, and written praise. Written praise has the added benefit of the extra time and effort it takes to craft a nice letter. It also gives the recipient something they can keep and feel good about later. If you're just not sure how to start these letters, check out the guidelines and templates below and start showing your appreciation! #hr #culture #employees

Agile performance management is no longer a "nice to have", it's a must. With the rapid pace of technology and skills needed to be an effective worker, feedback has to be fast and relevant. There's a great example in the article: imagine a video game where you don't get feedback on each quest, or experience after each task - you get it a year later. Ludicrous, right? But that's the way many companies operate, with employees in the dark on what they are and aren't doing well. The days of training and then doing the job for years are also done. You should be continually training your team, all the time, forever. Why would they stay if they aren't learning? Last, work with employees to co-create goals. Align company goals and employee goals so everyone is rowing in the same direction, and employees can see their input matters. Do these changes take more management time? Absolutely. Are they worth it ten-fold? Absolutely! #hr #culture #management

What can you learn from the Olympics? How to set goals, track the right metrics, and build a competitive edge. Work to make data-based decisions like uncovering what really motivates your employees. Most importantly, make a zero tolerance policy for toxic employees - you don't want them infecting the rest of the bunch. #olympics #leadership #culturebuilding