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Archive by author: William MahanReturn
The nation’s leading manufacturing executives gathered in Washington D.C. last week for the Manufacturing Workforce Symposium, a one-day conference led by the Manufacturing Institute, to discuss critical workforce issues challenging the growth of manufacturing in the United States.
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Categories: Onboarding, Engagement, Stay Interviews, Exit Interviews, Retention | Tags: | Comments: (0) | View Count: (66)
In 2011, Google launched an initiative to research what components create the perfect team at work and called it the Aristotle Project. Google’s leaders believed that in order to create the best team, an organization just needed to combine their best employees, but they wanted to know through research what aspects were needed to create the best, most productive team.
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Employee turnover is an expensive problem for organizations in today’s marketplace, and according to the latest jobs report the problem of employee turnover is not letting up.1,7 With these marketplace conditions and advanced tools available, why are organizations surprised or complacent with employee turnover costs?
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Categories: Retention | Tags: | Comments: (0) | View Count: (35)
If your organization wants to create the best team through understanding and influencing its workforce, it is imperative that you give each employee a voice so you can understand their perspectives on the norms in your organization. This can be achieved by asking employees for feedback at critical points throughout the employee lifecycle.
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Categories: Engagement, Leadership | Tags: Team Building , Employee Engagement | Comments: (0) | View Count: (63)
We’re approaching mid-year 2017 as June comes to a close, and if economic trends reflect the 80 months prior, the US economy add even more jobs– in addition to the more than 15 million that have already been added in the that time period. With jobs being added and the unemployment rate decreasing, employees continue to have more options, further intensifying the battle to retain employees.
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Categories: Stay Interviews, Retention | Tags: | Comments: (0) | View Count: (239)
As insights from the 2017 Retention Report were revealed, we found the data disproves the popular assumption that exit interview data is only from disgruntled employees.1 In fact, this data refutes the idea that exiting employees are just disgruntled with their manager and organization, period.
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Categories: Exit Interviews, Retention | Tags: | Comments: (0) | View Count: (222)
The Bureau of Labor Statistics released the May 2017 Jobs Report last week, and the current unemployment rate and job growth show that the war on talent is still raging on in the United States economy. The unemployment rate dropped to 4.3%, which is a sixteen-year low and the lowest it has been since before the recession. With this, there were 138,000 jobs added, which is slightly less than economist projections of 185,000, yet remains strong growth.
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Categories: Leadership, Retention | Tags: | Comments: (0) | View Count: (117)

Focus on the Entire Employee Experience

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In order for organizations to achieve long-term employee engagement they must focus on the long-term employee experience, from the start of the employee cycle all the way through to the end. That is, from the very first time a potential employee is contacted in the recruitment initiatives, to the onboarding process, throughout their employment with the organization, and all the way through to when the employee finally does leave.
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Categories: Recruitment, Onboarding, Engagement, Stay Interviews, Exit Interviews, Retention | Tags: | Comments: (0) | View Count: (130)
After softer than expected growth in March 2017, the April Jobs Report shows that new jobs came back with a bang. US employers added 211,000 jobs in April, which has spurred conversation among economists about whether or not the US has reached full employment, or whether or not everyone who wants to work is able to find a job.
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Categories: Retention | Tags: | Comments: (0) | View Count: (276)
The majority of organizations begin with growth and generating profit at the forefront of their goals. They have a service or product that, in their eyes, needs to get to the market as fast as possible while bringing in enough employees to help make sure it happens quickly. If I were to start a company tomorrow, I would likely have the same mindset, except that I have been exposed to numerous studies and real-world examples that demonstrate the importance of a strategic human resources leader an...
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