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Predictive analytics unlocks another capability of research data using characteristics of employees, their perceptions and other information to predict the likelihood of future behavior. When applied to Stay Interview data, that reveals the root causes for intents, predictive analytics can tell you even more about the likelihood of turnover at the employee-level and how to prevent it.
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Categories: Onboarding, Stay Interviews, Exit Interviews, Retention | Tags: | Comments: (0) | View Count: (71)
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)
06

5 Popular Blogs of 2017

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From exit interviews, to first year employee turnover, to employee retention, to the cost of employee turnover, and all the way to Adele's Grammy performance, our most popular blogs in 2017 have covered quite a bit.
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Categories: Exit Interviews, Leadership, Retention | Tags: | Comments: (0) | View Count: (20)
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)
28

Use Your Power: Stop First Year Turnover

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New job creation is at record highs, unemployment is at record lows and skilled workers are in short supply, placing employees in a powerful position to change jobs when their current role doesn’t meet their expectations. According to the 2017 Retention Report, employees are wielding their power frequently as 34% of all employee turnover in 2016 was from employees within their first year of employment
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Categories: Onboarding, Exit Interviews, Retention | Tags: Onboarding Studies , Exit Interviews , Process Evaluation , First Year Turnover , Employee Retention | Comments: (0) | View Count: (85)
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)
Turnover is a costly problem for healthcare organizations, as documented in the 2017 Healthcare Retention Report. The recently released report, published as a supplement to the 2017 Retention Report, reveals five truths about the healthcare employee marketplace.
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Categories: Retention | Tags: | Comments: (0) | View Count: (166)
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 recently released 2017 Healthcare Retention Report, featuring trends, reasons for turnover and recommendations for healthcare managers, revealed that the growth of healthcare job is outpacing other industries and is expected to account for as much as 39% of all new jobs by 2024.
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Categories: Leadership, Retention | Tags: | Comments: (0) | View Count: (138)
06

2 Fatal Flaws of HR Benchmarking

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Let’s be clear, benchmarks must be used along with other strategies to understand your workforce and continually improve performance in order to win the war on talent in today’s marketplace. Unfortunately, many business leaders choose to use this data as a shortcut to explaining behaviors in their workforce and to conclude that continual improvement is not necessary to improve business results because they may be incrementally “better” than the group of businesses being referenced.
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Categories: Leadership, Retention | Tags: | Comments: (0) | View Count: (196)
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