• Learning to anticipate your employee’s next move

    Next Move image

    Jessica Miller-Merrell, blogging4jobs

    High turnover can plague your company and stunt its growth.

    Unfortunately, it can be difficult to anticipate the reasons an employee decided to leave, and some employee departures might even be a complete blindside. Because there are numerous reasons why employees quit, it’s important to take steps to truly understand your company and your employees.

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  • Top company cultures of 2014: How to make the list

    Top company cultures Image

    Jessica Miller-Merrell, blogging4jobs

    According to Great Places to Work, 80% of companies see the biggest benefits when investing into company culture. Imitation is the fondest form of flattery and understanding how each of these companies made culture number one will allow your company to take some of their best practices and implement them in your workplace. Take a page out of the book of these four companies and you’ll be on your way to a better and stronger company culture.

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  • Sweet retirement incentives for Baby Boomers

    Baby Boomers image

    Did you know that nearly one-third of the entire US workforce is made up of Baby Boomers, those folks who are in their 50s to late 60s? While some employers are entirely focused on engaging a younger “hipper” workforce, too few are actively trying to engage their more seasoned employees. Why is engaging Baby Boomers critical to any organization? Baby Boomers have the skills, knowledge, and above average work ethics that can be harnessed for ultimate business success.

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  • My employee quit without notice. What went wrong?

    Employee quit without notice image

    Crystal Spraggins, SPHR

    The two-week notice period is as American as apple pie and the flag, but sometimes employees up and quit without so much as a by your leave.

    Considering that quitting without sufficient notice is widely viewed as unprofessional, discourteous, and unwise, why in the world would anyone do such a thing?

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  • Three companies who are successfully engaging their employees

    3 companies rocking engagement image

    Jessica Miller-Merrell, blogging4jobs

    Companies all across the world have tried numerous methods to create a fully engaged workforce. Horror stories are told about the lack of productivity involved with unengaged employees and how it can have a critical impact on businesses, especially small businesses. According to a recent Gallup poll, engaged employee outperform those who aren’t by 202%. Imagine the amount of work lost on the unengaged employee.

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  • Using engagement surveys to boost employee happiness

    Image of engagement survey

    Jessica Miller-Merrell, blogging4jobs

    Companies are struggling to increase employee engagement. According to the Bureau of National Affairs, companies are losing an estimated 11 billion dollars a year on unengaged employees. With a staggering figure like that companies are still not taking the appropriate steps to engage their employees. Failed perk programs, lack of trust from employee to employer, and no real roadmap to increased engagement is creating a lazy and uninterested workforce.

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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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  • 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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  • 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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  • 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 Millennials make Great Interns and Future Employees

    header_MillennialInterns

    Tessara Smith, PayScale

    Millennials often get a bad rap when it comes to our work ethic in comparison with the rest of the work force; we have been called selfish, entitled, lazy, and worst of all unmotivated. The fact of the matter is most of us haven’t had to work half as hard as the generation that came before us to get to our jumping off points as college graduates. However, many of us are up to our elbows in debt from student loans and our job prospects upon graduation look grim. Perhaps you have hired underperforming workers from the millennial generation before, but don’t let a few bad apples ruin the bunch. I am here to set the record straight and tell you why hiring a Millennial will be a great choice for you as an employer.

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  • Fixing high turnover rates in your company

    Turnover

    Jessica Miller-Merrell, blogging4jobs

    As you probably know and most likely have witnessed first hand, there’s the kind of turnover that has you secretly celebrating on the way back to your office and the type that you just hate to see happen. When you find yourself in the position of the latter all too often, it may be time to evaluate what no one likes to think about but what everyone feels the affects of: high turnover in your company. It’s costly, time consuming, decreases productivity, can affect morale and overall, is bad news for your organization. When you reach the point where it’s no longer a question of if someone you really need will move on to greener pastures but instead a matter of when and who is next, it’s time to make changes.

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  • Focusing on employees over customers

    header_CustomerService

    Jessica Miller-Merrell, blogging4jobs

    If you ask the average person what their opinion of customer service is in this day and age, they’ll tell you that good service is a thing of the past. It’s an interesting phenomenon that in a time when companies offer instant access to assistance, one-click ordering and nearly as many product and service options as a person could ever think of, we see service as declining. One could blame all of this instant access for the rush of overly demanding customers, but the view is a bit different from where we sit in our HR offices. There’s no denying that we as consumers expect more than ever for everything from intangible services to groceries but there’s more to this story and it lies in what companies are doing behind the scenes.

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  • Want engaged employees? First create a culture of trust

    header_EmployeeTrust

    Crystal Spraggins, SPHR

    In Top Trust Myths: 1 of 2: Trust Takes Time, author Charles Green argues against the popular saying that “Trust takes a long time to build and only a few moments to be destroyed.” Green makes the point that sometimes we instantly trust, like at the physician’s office, (or I’d say the hair stylist—because is there any other reason we’d let a compete stranger take a pair of scissors to our head?), and he makes sense.

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