When new managers hit the ground running, it makes HR’s life easier. Good managers keep your brightest stars engaged, which improves retention and keeps you from having to fill talent gaps. Poor managers — or at least those who start off poorly — have the opposite effect.
Do you know what sets your company apart from the rest for job seekers? Is it your recent accomplishments? How about your Fitness Fridays or Casual Mondays? Or is it the opportunities you provide for employees to grow throughout your firm and take their careers to the next level?
In today’s job market, there are a lot of employers competing for the best talent — including those superstars who currently work for you. That makes it paramount that your managers do everything possible to retain your best workers.
Finding talent — like really great talent — is hard. Great employees don’t come around every day. So when they do, are you 100% sure your onboarding program is making a great first impression with them? If not, you’re in trouble.
Think you know the signs when someone’s about to quit — having lots of doctor appointments, showing up in a suit, etc.? Well, according to new research, the cues that someone is about to jump ship are much subtler.
Are you a control freak? Are you a stellar people manager? Or are you some funky hybrid?
It’s rare to find something HR-handy on Facebook these days. Between your friends sharing their baby photos and political opinions, there isn’t much room left for stuff to help with your job. But we had to share this Facebook find with our HR Morning audience.
Are you ready for the run on millennial talent?
There are two recent findings by the DOL that don’t look good for your retention efforts.
Regardless of the size of the business, HR administration is a challenging job. But according to new research, HR pros at smaller firms have their own unique set of challenges — and rewards.