WRKdefined’s Post

Have a high employee turnover rate and want to change that? Here's a piece of an article from Time that might help: "In other words, quitting was mostly driven not by hard tasks, but by streaks of hard tasks. This means that managers can reduce turnover by a substantial amount by simply re-ordering their workers’ tasks, so as to break up hard streaks." Here's the full article: https://lnkd.in/eQuQWm3z #hr #humanresources #happinessatwork #happinessmatters #happinesscoach #shrm #managers #leaders

If you’re in #HR, you must have come across the term “quiet quitting” which has acquired a more substantial buzz in the pandemic years. But what exactly is it? And what impact does it have on the workforce? As an HR rep, can you do something to combat it? Let us examine. https://lnkd.in/d8WzpQn6

Is your R&R programme cutting it? According to research just published, a hefty three quarters (73%) of UK employees are actively hunting for new jobs while an eye-watering 90% have concerns about their current employment. The study of 1,000 employees by BHN (Blackhawk Network) found that two out of 10 of UK employees are happy in their current roles, but 12% state they are totally burnt-out. So what can be done about it? What can R&R strategy do? Where do you begin? https://buff.ly/3vSf4IA #retention #engagement #workplace #officelife #burnout #culture #reward #recognition #wellbeing #hr #peoplemanagment #rewardleader

I've heard stories recently about employees taking on additional, part-time jobs to supplant a raise or cost of living increase. There is almost always a way to advocate yourself while aligning with your company's vision. Being well-informed and approaching these discussions with confidence is always key, though. Importantly, it's never too early or too late to have these conversations. What do you think? Is there a way to ask for a cost-of-living adjustment? https://shrm.co/kzn124 #WorkplaceWellness #CareerGrowth #AskHR

Almost 2 years ago, I spoke at the Women Lead Change conference about “The Great Resignation” and how it correlates to our local job market in the Corridor. It’s been really interesting to see it play out since those findings. This article is not only a good follow up to where the labor market is trending in 2024, but it begs the following question - employers how are you focusing on retention of your employees? Since I’ve moved to the private sector, I’ve been able to keep an even stronger pulse on the labor market. I can tell you, it’s competitive and I don’t see that changing anytime soon. Less people may be quitting but again, I ask, as an employer what are you doing to retain? #labormarket #trends #localeconomy

Many aspects of corporate life are puzzling, but what truly perplexes me is the way companies shamelessly boast about paying salaries on time. Should we be applauding this? What kind of self-congratulatory behavior is that? Meeting deadlines for work isn’t celebrated; it’s simply expected. So, why is fulfilling the basic obligation of paying employees on time treated as an accomplishment when it’s a core responsibility? I am clearly not getting over corporate stories anytime soon, let me know if you wanna hear more tea 😜 #corporate #life #community #building #growth #linkedln #business #HR #salary

Dear HR Pros: You are an employee. You are a human being. This means, you also: ✅ must take your PTO and learn how to rest and recharge ✅deserve employee resources and additional support ✅are worthy of professional learning and development opportunities ✅must let Execs know the budget you need to do your job well ✅deserve a well-staffed, well-resourced department ✅are worthy of competitive bonuses, raises, promotions It (still) concerns me how many in HR feel like an 'exception' to the rule. Some feel they're superheroes (above needing more?) and some feel they aren't worthy (below needing more?) of what everyone else gets in the organization. You are SO deserving and worthy of it all. Let's keep this energy going throughout 2024...you can start noticing how often you forget yourself and decide when you want to make yourself a priority <3 #HRCommunity #LearnWithLauraHR

I've discovered that the heart of retention often beats outside the realm of salary packages. 🤔 Why do employees stay? It's not always the money. It's about feeling valued, understood, and part of something bigger. Non-monetary incentives can be the secret sauce to not just keeping employees but making them thrive. From professional development opportunities to recognition programs and a strong workplace culture, these incentives speak directly to the employee's sense of belonging and achievement. Imagine a workplace where every employee feels seen, heard, and appreciated, not for how much they produce, but for who they are and what they contribute to the team's spirit and goals. The result? A team that's not just loyal but also motivated and engaged, driving innovation and success from within. For businesses, embracing non-monetary incentives means cultivating a culture where employees don't just come to work, they come to grow, contribute, and be part of a community.

https://ow.ly/L4eh50TqAJ2 Is your company giving the A players the #recognition they deserve? If not, how can it keep the best and be the best? #WorkPlace #Work #HR #HRM #Motivation #Retention #CareerDevelopment #Worker #OB #QuietQuitting

Workers Are Quitting Because of Work/Life Imbalance, Lack of Career Development Increasing personalization makes retention more challenging Roy Maurer About 27 percent of U.S. workers quit their jobs in 2023, costing employers nearly a trillion dollars to replace them, according to a common turnover calculation. And turnover is expected to climb as labor market experts are predicting a Great Resignation 2.0 in the near future. “The retention and engagement of employees has never been more important,” said Danny Nelms, the CEO of Work Institute, a research and consulting firm in Franklin, Tenn. “In historical terms we remain in an employee retention crisis,” he said, citing that the national quit rate has increased 37 percent since 2014. Work Institute’s analysis of over 21,000 exit interviews across 175 companies from a range of industries in 2023 reveals workers’ preferences and expectations about work. The top three reasons for leaving a job are lack of career opportunities or development, health and family issues, and a work/life imbalance. “When you think about it from an employee’s perspective, if you’re in a role where you don’t feel like you’re growing, you feel like you can’t take a break when you need it, and work is taking up an outsized amount of your personal time, it makes sense that that would be the time to look for another job,” said Adam Weber, the chief evangelist at 15Five, a performance management platform based in San Francisco. Meghan Stettler, director of the O.C. Tanner Institute in Salt Lake City, added that employees leave an organization because a critical need is not being met and a level of trust has been broken. “Are managers really listening to their people?” she asked. “Are they understanding their circumstances, and supporting and valuing people in actionable ways that will help them strive to do their best work?” Nelms said what makes the current workforce so challenging to retain is the emergence of an expectation of personalization. Flexibility, benefits, and career pathways mean different things to different people, and organizationwide policies may not be the solution to turnover anymore. “Gone are the days when employers can seek to retain and engage their workforce with enterprise actions,” he said. “Today’s employee requires much more. They require to be treated as an individual, and they feel empowered to demand certain preferences and expectations based on their priorities.” Stettler is encouraged by this personalized focus. “Creating a people-centric culture requires that we know, trust, and value our people as individual human beings and not just units of labor working under a blanket approach,” she said. Source: #shrm #آموزش #جذب #استخدام #توسعه #LD #DEI #hr #recruitment