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  • Where is everybody? How to increase meeting participation

    How to increase meeting participation image

    Crystal Spraggins, SPHR

    If you’re in the habit of calling “mandatory” meetings that are more poorly attended than you’d like, keep reading. We’ve got a few tips for turning that around.

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  • 4 ways companies fail to engage their workforce and how to fix

    Image for 4 ways to fix employee engagement

    Jessica Miller-Merrell, blogging4jobs

    Companies have been failing their employees for decades. With the incredibly talented talent pool companies are struggling to keep their top performers for several reasons. Companies that fail to engage their workforce will continue to bleed good talent.  Here are four common reasons that companies fail to engage their workforce.

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  • Engaged employees – your key to strong retention

    image: Are your workers engaged?

    Jessica Miller-Merrell, blogging4jobs

    According to a recent Gallup poll, 86% of engaged employees say they very often feel happy at work, as against 11% of the disengaged and 45% of the engaged say they get a great deal of their life happiness from work, against 8% of the disengaged. It’s no secret that a happy and engaged employee will stay with your company for a long time. Numbers don’t lie and as you can see from the stat above, 86% of engaged employees are happy at work. This number proves that engaged employees is your key to a strong retention rate.

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  • Re-examining the meaning of “team player”

    Team player imageCrystal Spraggins, SPHR

    Quick—what qualities come to mind when you hear the term “team player?”

    How about someone who is:

    • Cooperative,
    • Conscientious,
    • Helpful,
    • Flexible,
    • Hardworking, and
    • Honest?
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  • Morning bias

    Morning Bias image

    Tessara Smith,  PayScale

    Let’s face it, managers love when employees make it in to work early. They get to walk in the door and see that many of their team members have already gotten a “jump start” on the heavy work load for the day. Apparently having the ability to roll out of bed at an earlier hour equals greater praise from managers. These early risers are the individuals who are regarded as disciplined and dedicated overachievers, but do employees who work late nights get the same recognition? Not in the slightest. 

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  • Four raises a year

    Four raises a year image

    Tessara Smith,  PayScale

    One of the latest trends in employee compensation and motivation is giving employees four (small) raises a year as opposed to one large raise. Many companies have become strong proponents of this innovative payment strategy and executives are dumping the annual salary review in favor of giving out raises and bonuses a couple times per year. This begs the question, are quarterly raises a good idea for your company?

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  • The pros and cons of using social media for candidate screening

    Pros and cons of social media screening image

    Crystal Spraggins, SPHR

    With all the information that’s “out there” on your potential new hire, it’s tempting to do a little snooping. After all, a new hire is a risk. Taking steps to mitigate that risk just makes good sense, right?  

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  • How to recognize top talent

    Recognize top talent

    Crystal Spraggins, SPHR

    Every employer wants top talent, right? Top talent gets stuff done and without a lot of fanfare. Top talent is creative, flexible, and reliant. Top talent consistently delights. Who wouldn’t want that?

    Now here’s another question. Would you (or your representative) be able to identify top talent during a job interview?

    A 2012 survey by Leadership IQ, a research and management consulting firm, found that nearly 46 percent of all new hires fail within the first 18 months of accepting the new job. Forty-six percent.

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  • Employee motivation strategies that don’t work

    header_UnsuccessfulEmployeeMotivation

    Tessara Smith,  PayScale

    When you type in the words employee motivation into Google's search bar, an overabundance of articles pop up suggesting ways to coax your disengaged employees to “check back in”. You read article after article and the themes seem to get a bit redundant to say the least. If you are an experienced manager or executive, chances are you have a good grasp on what works in terms of keeping motivation in your office alive. Still there are a lot of ideas floating around out there about how to maintain employee’s desire to keep doing phenomenal work for your company. What most fail to mention in their articles however are employee motivation strategies that don’t work. 

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  • Social media recruitment 101

    header_SocialMediaRecruiting

    Tessara Smith, PayScale

    We live in a world plagued with technology. Everywhere you go people are staring down at their smartphones with such a fixed focus that you would think they were expecting a call telling them they had just won the lottery. Even in a professional office environment, it is borderline impossible avoid being bombarded with Facebook, Tumblr, Twitter, Pinterest, etc. Lately, technology has gotten a bad rap for inhibiting the quality of personal interactions however; there is a major upside to our digitally oriented society that is being greatly underutilized. Recruiting.

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  • The retirement savings crisis

    Retirerment savings crisis image

    Crystal Spraggins, SPHR

    According to the Employee Benefit Research Institute’s 24th annual Retirement Confidence Survey, more Americans (18 percent versus 13 percent in 2013) are feeling “very confident” they’ll have enough money in retirement.

    But the EBRI also reports that “worker savings remain low, and only a minority appear to be taking basic steps. This increased confidence is observed almost exclusively among those with higher household income … [and is] strongly correlated with household participation in a retirement plan.”

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  • The Generation Gap: Motivating Gen Xers (part 2 of 2)

    header_millennialMotivation_part2

    Jessica Miller-Merrell, blogging4jobs

    When Generation X entered the workforce, they brought a new attitude, new expectations and new motivators than we had ever seen from their baby boomer parents. There were many factors that shaped these traits, but we can largely thank their boomer parents for what Gen X needs in an employer and what satisfies them at work.

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  • Why you need a code of ethics policy

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    Crystal Spraggins, SPHR

    In “We Should Speak Up About Ethical Violations More Often,” Joseph Grenny makes a somewhat surprising claim.

    Whistleblower laws aren’t the way to more ethical companies, he says. Instead, leadership needs to develop a culture that encourages employees to speak up—as a matter of course—about all the “minor” transgressions occurring in workplaces every day. When that happens, Grenny hypothesizes, major ethical breaches will be less likely to occur.

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  • First impressions: how to hire the right people

    header_HireRightEmployees

    Tessara Smith,  PayScale

    They say you never get a second chance to make a first impression. If candidates blow a major interview and somehow manage to still get hired for a position then the company is either A) desperate or B) knows that they have a track record of proven success. If they are lucky enough to be able to kick down the door to great jobs based on experience alone, kudos to them. For the rest of the candidates out there, making a great first impression will determine their fate not only in regards to getting the job but also the attitude the employer will have towards them throughout their tenure at the company.

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  • President Obama takes a stand for family friendly work policies

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    Tessara Smith, PayScale

    During the crash of 2009 almost all industries faced a serious decline in revenue resulting in some substantial cut backs when it came to employee’s benefits packages; at least, for the employees that companies were able to keep. Long hours, making up for the work of their laid off co-workers, and reduced vacation time became the standard for employees in still in the workplace. Fortunately, the recuperation of the market means that things are finally looking up for dedicated workers. Still, job security is the top priority for employees who have to bring home the bacon and take care of their families. But are companies taking advantage of the fact that employees are willing to work harder for less to maintain their jobs? 

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  • 5 Tips for closing the skills gap

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    Crystal Spraggins, SPHR

    PayScale’s 2014 Best Compensation Practices Report revealed that employers are still very much concerned about the skills gap.

    According to the survey, which culled responses from 5,000 executives and HR professionals, nearly 50 percent of companies are having trouble filling positions with skilled labor.

    While not everyone agrees that a skills gap exists (or at least exists to the degree publicized in some media outlets), most do agree that something in the job market is awry when employers are complaining about not being able to find qualified workers even as job seekers complain they are qualified yet still unable to find stable, full-time employment.

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  • How modern are you?

    header_Ventana_SnapApp

    Laleh Hassibi, PayScale

    Confidence in compensation practices is shaky at best at most businesses. At the same time, the nature of workforces and employment is evolving rapidly, and organizations need to work hard to keep up. Getting and keeping the best talent is becoming more competitive each day, and that same talent increasingly knows exactly what they are worth in today’s competitive market with access to online salary information.

    In order to win today’s talent wars, organizations need timely information and a modern approach to compensation management. How does your company stack up?

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  • Should pay be linked to performance?

    header_PayLinkPerformanceJessica Miller-Merrell, blogging4jobs

    There are two very different schools of thought when it comes to whether or not pay should be linked to performance. We’ve seen the pay for performance option take off and reach an all-time high and in fact, 54 percent of companies reported that they were giving performance-based increases in 2013. As with anything, it has its positives and negatives, leaving the question of whether or not pay should be linked to performance still up in the air.

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  • KORU starts bridging the skills gap with Millennials

    header_KoruPresentation

    Tessara Smith,  PayScale

    College graduation is often celebrated by parents as a major milestone for their children. They can finally breathe a sigh of relief in anticipation of their highly capable offspring fleeing the nest; joining the workforce, and becoming financially independent individuals. As much as many University students would like to believe this too, for most the fairytale ended sometime between settling on a major and realizing they only had one year left of school. The current state of the job market for college graduates could be described as anything but promising. Instead of rejoicing in the countdown to obtaining their degrees, students are viewing their future graduation dates as their own personal doomsdays. The fact of the matter is a solid portion of the class of 2015 will end up having to move back in with their parents and work a minimum wage job. Why is this? Today’s college graduates are competent individuals with a plethora of technology skills as well as in-depth knowledge of social media. One would assume this would make them excellent candidates for entry-level positions in the job market. Apparently, employers don’t seem to agree with this, and companies have a trending tendency to shy away from hiring new employees from the millennial generation.

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  • Making your internship program work

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    Crystal Spraggins, SPHR

    There’s a reason internships are so popular—structured properly, an internship provides awesome benefits to the intern and the employer. Interns get real-world work experience, a chance to learn marketable skills, and exposure to pros in their field of interest who may be able to provide valuable introductions well beyond the internship end date.

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