💡 Ethan Chazin, MBA 🎯’s Post

3️⃣ In the last two weeks of April, Onwards HR CEO Sarah J. Rodehorst delivered THREE presentations geared toward more empathetic employee separations. Two of those discussions included Katie Sammarco, Senior Director, HR Enablement at Cox Enterprises. What were some of the key takeaways? ✅ Develop a communication plan to ensure your message is clear and your delivery is thoughtful ✅ Train HR and management on how to navigate employee reactions ✅ Establish consistent separation practices so employees are treated fairly ✅ Leverage separation technology so you can spend more time with employees and less time handling administrative matters Given all the mismanaged layoffs making headlines, NOW is the time to evaluate how you can improve your separation process. A little empathy goes a long way. 💌 Thank you to Paycor, SHRM-Atlanta, and Elevate People, Ignite Change (EPIC) for the opportunities to further our mission to MAKE SEPARATIONS BETTER. 🌟

I always wondered about the high number of people who quit their jobs within the very first year! With all the energy, money, and time that goes into hiring a new employee, it troubled me to realize that all that investment went down the drain, many-a-time. Over time though, the reasons became clearer, and I discovered a few secrets, not necessarily hidden or extraordinary, of effective employee onboarding that helped with reducing attrition rates in my team. I came across a useful document from Korn Ferry that touched upon a related topic about employees quitting – early, too early, in some cases – and shares some terrific insights in how to contain the drag. #retaintalent #employeeretention #onboarding

While employees are often replaceable, retaining high-performing employees are ultimately better for your business. Take it from Bryan, CEO, who shares why employee retention matters and how to do it in this short video. ✨ Watch the full episode here: https://lnkd.in/gha5Vmp8

Employees are not always looking forward to getting a hike in financial perks, bonuses or benefits etc. They want to feel valued by the organization. All financial corrections might be looking transactional, not appreciative. It will appear as a rampant giveaway. Employees will not feel the sense of appreciation. The Recognition must be more sublime, uplifting, differentiating and encouraging. We must renew the traditional way of dealing with employees attrition.

✅  If you’ve got a new employee(s) starting in the new year (or anytime), make sure they have one or more people they feel comfortable relying on for help when they need it. It's also important to have the HR leader check in with them every few days for the first few weeks to ensure they’re feeling capable. Why? Because 33% of new hires quit in the first 90 days, and proactive steps like these can help prevent that from happening.

Valuable guidance from our Co-Founder Dr. Leslie Wilk Braksick. How can HR leadership transform the narrative and processes around employee exits and actively care for those who exit and the ones who stay? Read her insights here: https://lnkd.in/efsax95k #mynextseason #CHRO #outplacement #employerbranding #employeeexperience

Great article on how to choose which employee to let go.

Fuel a culture of collaboration by offering bonuses for employee referrals. Imagine John, your stellar employee, recommending Jane. Empowered by John’s mentorship, Jane not only thrives but also refers Jill. ✨ Refered’s robust platform takes your referral program to new heights, creating trusted relationships that form an ongoing cycle of recommendations within your team. 🔄 Visit https://buff.ly/3S6trjM to begin transforming your workplace dynamics, boosting morale, and building bonds with Refered.🚀 #refered #employeeretention #employee #humanresources

An employee RESIGNED as he got an opportunity elsewhere. I wished him Luck Thanked him for his contribution to our company. And assured him that he will be welcomed back with open arms. This is a perfect illustration of how 'Employee Experience' shouldn't just be focused on retaining employees. However, creating an environment where past employees feel they can return is equally important. The 'goodbye' in a work setting isn't a 'never again'. It's a 'see you later'. Having past employees willing to return, speaks volumes about your organizational culture. It's more than just a retention metric, it's a testament to the respect and value we give each member of our team. Stay open. Stay connected. And remember, the bridge between you and your past employees is never burnt, only momentarily uncrossed.

An employee RESIGNED as he got an opportunity elsewhere. I wished him Luck Thanked him for his contribution to our company. And assured him that he will be welcomed back with open arms. This is a perfect illustration of how 'Employee Experience' shouldn't just be focused on retaining employees. However, creating an environment where past employees feel they can return is equally important. The 'goodbye' in a work setting isn't a 'never again'. It's a 'see you later'. Having past employees willing to return, speaks volumes about your organizational culture. It's more than just a retention metric, it's a testament to the respect and value we give each member of our team. Stay open. Stay connected. And remember, the bridge between you and your past employees is never burnt, only momentarily uncrossed.