Proper Employee Onboarding: The Best Retention Strategy
Employee turnover costs as much as 33% of an employee’s annual salary.
Employee turnover costs as much as 33% of an employee’s annual salary.
One of the most common mistakes that I’ve had to correct is to hire people who you like.
For the first time in 70 years, people leaving and joining the workforce have reached the balance point.
How do you know when your team is lacking motivation? What are the telltale signs you should look out for, and what can you do?
Find better people by focusing less on hard skills like technical training. Look for attitude and coach-ability instead.
Over and over we hear employers raving that their best employees are veterans of the U.S. Armed Forces.
Prospective employees who only skim will miss the specific instruction that will get their resume considered.
Employees who believe in and share company values reduce turnover to as little as 4% of the typical company.
The job market is becoming more competitive and companies are struggling to find the right talent.
When the boss is spread so thin he (or she) can’t work even one more hour, the company stagnates at that level.
Faced with 2 similar candidates, the employer will differentiate them on education. Today’s problem is getting 2 people to show up for an interview.
My phone buzzed with a text message that changed my life for the next two years. The assistant manager texted that he quit his job. He followed with a second bomb that everyone quits. No notice, no negotiations. Just quit.
Just like unions of the 1940s, there is a societal shift toward worker empowerment. If you’re first in your category to embrace this shift, you win. Resist, and you lose.
Simon Sinek writes about this in “Leaders Eat Last.” Before you can get what you want, you must first give them what they want. “They” is everyone but you. Let's start with your employees.