Published By: Globoforce
Published Date: Nov 06, 2013
Employee turnover is expensive and can be catastrophic to morale and customer service quality. No one wants to see their top talent walk out the door. But how can you keep retention high at your company? We’ve put together a white paper with some stats and advice to help you increase your employee retention rates and keep employees (and customers) satisfied.
Published By: Achievers
Published Date: Jun 26, 2014
The Ultimate Guide to Employee Recognition will challenge conventional thinking and help you become more future focused, so you can respond to the needs of today’s workforce and lead the way to employee success. You’ll learn to create a meaningful strategy from start to finish that yields higher levels of retention, higher customer satisfaction, exceptional employee engagement and alignment, and an unmatched culture of recognition and success.
Measuring competency gaps within your organization and addressing them proactively allows you to focus on the areas you need most to impact your business performance, employee engagement and retention, and overall profitability.
Published By: BambooHR
Published Date: Apr 04, 2018
7 Powerful Retention Strategies for SMBs
If businesses are to thrive in today’s economy, then ?nding and re-taining quali?ed employees must be a top priority. Frequent turnover can damage a company’s productivity, negatively affect employee morale, increase costs, and damage overall organizational perfor-mance. Conversely, retaining skilled workers who are committed to the company’s success, who feel a sense of ownership and satisfac-tion with their jobs, and who contribute the exceptional effort that delights customers, creates true competitive advantages. Those powerful payoffs make employee retention a compelling imperative for the leaders of small and medium?sized businesses.
Published By: Tiny Pulse
Published Date: Mar 09, 2016
The recovering economy is great for employees who want to expand their roles and look for jobs that will engage and excite them. But it's a huge challenge for leaders trying to fight turnover in their workforce.
In our landmark Employee Retention Report, we uncover the major factors encouraging your employees to stick around — or run for greener pastures.
This report will show you:
• The power of managerial transparency and respect on attrition rates
• The true impact that colleagues have on workplace satisfaction
• Just how much encouraging PTO usage impacts retention
Along with our free report, you'll get a complimentary 14-day trial of TINYpulse, the employee engagement platform that makes it easy to anonymously take the pulse of your top talent and increase retention rates by up to 49%.
Culture has become one of the most important business topics of 2016. CEOs and HR leaders now recognize that culture drives people's behavior, innovation, and customer service: 82 percent of survey respondents believe that "culture is a potential competitive advantage." Knowing that leadership behavior and reward systems directly impact organizational performance, customer service, employee engagement, and retention, leading companies are using data and behavioral information to manage and influence their culture.
In this six-step guide, we aim to help you solve your data challenges to prepare for advanced analytics, cognitive computing, machine learning and the resulting benefits of AI. We’ll show you how to get your data house in order, scale beyond the proof of concept stage, and develop an agile approach to data management. By continually repeating the steps in this guide, you’ll sharpen your data and shape it into a truly transformational business asset. You’ll be able to overcome some of the most common business problems, and work toward making positive changes:
• Improve customer satisfaction
• Reduce equipment outages
• Increase marketing campaign ROI
• Minimize fraud loss
• Improve employee retention
• Increase accuracy for financial forecasts
Published By: Skillsoft
Published Date: Apr 23, 2015
In this paper, Judith Leary-Joyce explains why it is important to always be on the lookout for new talent, while also building existing employees’ CVs. From recruitment to development to retention and succession planning, Judith explains just how important learning is to every stage of the talent management lifecycle. So get reading quickly because the talent pipeline never stops moving.
Keas surveyed more than 100 Human Resource Executives across the United States via an online survey between July 31 and August 16, 2013. This survey tracked HR executive opinions on HR topics and plans and priorities for the 2014 calendar year. The survey revealed health and wellness programs are taking center stage in employee engagement and retention. With healthcare costs and obesity-related diseases on the rise and wellness incentives baked into the Affordable Care Act (ACA), this will be the first year health will play a major role in health benefits as organizations integrate preventative care programs to manage costs.
With fewer people entering the workforce and a shortage of certain skills, develop strategies now to address skills shortages. Read about the opportunity presented by Baby Boomers and how to leverage Boomers for competitive advantage.
HR has an important opportunity to drive enterprise social collaboration. Read how social technology enables employee productivity, how HR can add value to social communication, and how social tools can improve HR functions.
In today’s economy, you must be able to simultaneously train your employees to execute more effectively and increase retention. Learn how to accomplish this by tying learning directly to performance, and about the benefits achieved.
As the world emerges from global recession, it’s clear that today’s talent management challenges are dramatically different from the ones businesses faced even a few years ago. PwC’s annual global survey of CEO found that a full 63 percent of those surveyed are concerned about the future availability of key skills.
Longi Engineering, a leading Microsoft SharePoint partner, was engaged to assist a leading Performing Arts Center in implementing an organizational SharePoint intranet to allow them to increase employee collaboration, automate previously manual processes and collaborate more effectively. The organization faced numerous challenges such as document management, legal contract workflow, records retention and labor intensive/error prone manual processes.
Flexible work arrangements (FWAs) can come in many forms, including telecommuting, compressed workweeks and flexible scheduling that allows employees to perform tasks outside of core business hours. Improvements in technology have made FWAs possible for a broader segment of the labor force, but some of these arrangements have yet to achieve widespread acceptance in many organizations’ workplace cultures. However, SHRM research shows that participation in some FWAs has risen in recent years, and these measures have yielded positive results for companies’ recruitment and retention efforts, as well as their employees’ development and productivity.