HR, It's Time to Improve Your Employee Retention Strategy

Cornerstone On Demand

Although constantly recruiting and training new employees is expensive, it is the ancillary effects on productivity, customer satisfaction, manger effectiveness and engagement metrics that truly impact the overall business operations. 2) Establish Formal Career Pathing Encourage and help employees create formal career paths for themselves so both employees and their managers have a concrete understanding of each other's goals and expectations.

Annual bonuses: How much do they actually incentivize employees?

Achievers

by Andrea Vearncombe, Total Rewards Manager, Achievers. Do you give your employees big annual bonuses as a reward for their work? There’s a psychology behind rewards and incentives that you need to understand before you can create an effective bonus structure. If bonuses are going to serve as an incentive, you need to provide employees with clear metrics and objectives so that they understand exactly what they need to accomplish to earn the bonus.

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IRF value study examines ROI for incentives programs

Maritz Motivation

Have you ever been concerned that competitors have been diligently measuring the ROI on their employee reward and recognition programs, while your company hasn’t? . We’ve already looked at one large component of this IRF study, discussing ways in which non-cash tangible rewards often outperform their cash counterparts. Which metrics are they measuring?

Study 40

Everything to know about Human Resource Management

CuteHR

With globalization, Human Resource Management or Personnel Management as it was called in earlier days has transformed. What is Human Resource Management? Human resource management (HRM) is the strategic approach towards effective people management in a company or organization such that it helps the business gain a competitive advantage. It is aimed at synergizing the entire spectrum of creating, managing, and cultivating the employer-employee relationship.

Turn Hunter-Gatherers Into Farmers: How Modern Talent Acquisition Can Adopt Millenia-Old Evolutionary Changes to Hire Better and Faster

Eightfold

Internal employees already know the team and management and politics and culture, making the path from start to profit far faster. If you invest and support growth, and reward it appropriately, people will stay. Where the talent development’s team is always begging people to please show up and engage and grow, the recruiter has the best bait in the world: a better and more rewarding job. The company must reward managers who hire from within.

Reconstructing Performance Management for Both the Employee and the Company

Aberdeen HCM Essentials

Managers conduct them at pre-determined intervals, so problems are uncovered only after they’ve negatively impacted the company. Furthermore, Aberdeen has found that more than 70% of the time, lead managers grade on a scale. Subjective grading means that employees max out at a score of three out of five, so managers avoid the justification for pay raises or titular advances, while avoiding needlessly picking at employee shortcomings.

Healthcare Professionals: Get a Pulse on Your Employee Engagement Levels

Achievers

Eighty percent of healthcare employees do not feel that communication between senior management and staff is effective. For management to care, they need to be made accountable. If retention, engagement, and alignment are priorities for your organization (and they should be, given their profound impact on bottom line results), use these as metrics and reward managers for meeting targets.

Managers need recognition, too! 3 steps for employee retention

Achievers

Dear Lonely, Employee retention can be a very difficult issue, but we do know that employees don’t leave jobs: they leave managers. The culture created by managers can make or break employee retention. One of the most effective ways to combat employee loss is to hold managers accountable for the culture of their departments. Amongst a company’s leadership, managers should be the most in touch with the culture in their departments. Dear A Advisor, I need your help!

HR Tech Weekly: Episode #253: Stacey Harris and John Sumser

HR Examiner

So throwing out calculations and metrics again, I don’t spend as much time in the recruiting space, I think, as many others including yourself. And any good project manager, notice you can have two of those three, you can’t have all three.

Time Wasting: The Anti-Reward

Compensation Cafe

Is time wasting, as a product of poorly structured (and perhaps poorly incented) management undermining your reward program? What employees really resent is not so much their smartphones as the bad management practices that force them to spend their business hours waiting instead of working. 83% of the study''s respondents reported that their time is wasted by managers or colleagues with too much on their plate. This is a reward problem on two different levels.

Companies Expand Commitment to Upskill Frontline Workers but Fail to Maximize Impact

i4cp

Fifty-nine percent (59%) also do not measure and reward managers for developing these workers. Not tracking manager effectiveness at developing frontline workers is correlated with poor market performance and is pervasive among low-performance organizations (63% vs. only 29% of high-performance organizations). While only 34% of organizations reward line leaders who encourage workers to take advantage of provided opportunities, it's a practice that is 2.5x

Study 40

The Ultimate Check-List: 8 Manager Essentials

Achievers

Well, what if we told you that the secret weapon to driving employee success was your managers? More often than not, employees don’t leave companies – they leave bad managers. That’s why it’s up to you to equip your managers with the tools they need to engage and motivate your workforce to drive results. Your managers need real-time insight into their team’s engagement levels. Make managers accountable. Align managers with business objectives.