• Want a better workplace? Detoxify!

    There’s nothing more insidious than a workplace that tolerates toxic attitudes and behaviors. If even one employee is allowed to speak ill about the company, clients, or coworkers, negativity can soon become the norm in the corporate culture. Over time, toxic people can bring down entire work teams and departments, derailing the company one nasty comment at a time.
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  • PayScale Index shows wilting wages for STEM jobs

    header_Q1_2015_Index

    Jade Makana, Director of Content Marketing B2B

    Is the bloom off the STEM rose? According to the new PayScale Index, wages for previously hot performing STEM (science, technology, engineering, math) jobs grew just 1.0% annually, experiencing the lowest wage growth in any category. In fact, wages for STEM jobs have been relatively stagnant for months.

    So is it time to stop offering your engineer candidates’ top dollar? Not necessarily. This slow-down is more of a reflection of STEM’s hot streak growth in 2014, versus a testament to the decline of the industry. “After incredible growth, the industry is kind of taking a breather this quarter,” said Tim Low, PayScale Vice President of Marketing. In fact, even with this decline, these jobs are still near the top for wage growth since 2006 (approximately 10 percent), due to remarkable growth for several years.

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  • Developing employee skills with generous training incentives

    It’s long been understood that companies need great talent to attain higher levels of innovation and success.

    The only problem is, shortages in certain skill sets are making it difficult for organizations to hire the best. When this is the case, smart companies turn to training and development to bring their current and future employees up to speed.

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  • Effective management of multi-generational work teams

    The words “workplace diversity” often conjure up images of peoples of all cultures, religious affiliations, ethnicities, and countries of origin working together in relative harmony.

    Yet, diversity in our modern workplace encompasses another, very important difference—the typical work environment includes a wider age gap among employees than ever before.

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  • Why total compensation matters (and 3 ways to give your program a boost)

    There’s a growing focus on compensation transparency as human resource teams struggle to find and keep great talent. By highlighting all the perks an organization offers, companies hope to attract the best people to take the company to the next level. But does compensation transparency really draw better quality workers? 

    I’d argue that before focusing on transparency, employers should be sure they have the best compensation program possible, because compensation matters now more than ever.

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  • Bottoms up! How to reward and retain achievers at all levels

    It’s easy to focus on the top performing employees in the organization. After all, this is where the magic happens. But what if you spent some extra time evaluating the bottom level of employee performance to see what’s going on there? Perhaps there are some ways to boost performance by incentivizing lower-performing employees, thereby creating a new crop of achievers.
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  • Three big reasons why sales compensation plans don't meet employee expectations

    Companies with a sales force also tend to have a sales compensation plan. Typically, the plan consists of either a base salary plus commissions earned for generating additional sales or a straight commission-based program. Even though many companies offer these plans, they tend to fall short of expectations—leading to lower than average sales and earnings.

    Why do sales compensation plans often fail to produce the best results? Well, because companies make mistakes when creating and implementing them in the first place!

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  • Job enrichment done right

    Tessara Smith, PayScale

    The time has come to consider doing some spring cleaning in the office, and I’m not talking about mopping and dusting.

    Employees get bored doing the same job for months, years, and sometimes decades on end. Obvious solutions to this boredom are promotions and pay raises, but in some instances, these are not an ideal course of action. A vastly underused option in this scenario is job enrichment programs. Job enrichment programs aim to reduce repetition and allow workers to expand their roles.

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  • Everybody’s got questions about Zappos and surge pay

    Crystal Spraggins, SPHR

    Earlier this year, news broke that Zappos had begun experimenting with surge pay for its call center employees.

    Adopting the idea from taxi service Uber, Zappos hopes the new compensation structure will incentivize employees to work when customer demand is highest, such as in the early hours of the weekdays on the east coast or during the early hours in Las Vegas, where Zappos is headquartered. Under the new system, more demanding shifts equal higher pay.

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  • Is your work from home policy ruining your company morale?

    Jessica Miller-Merrell, blogging4jobs

    Not everyone agrees on how work from home (WFH) policies affect productivity, and we could discuss the topic for hours. However, WFH policies affect more than productivity. They also have the potential to greatly impact your employees’ morale.

    WFH can have a direct correlation to an employee's engagement or lack of engagement, because people are different and react to working from home differently. Some people have personalities that are suited to WFH, but others don’t.

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  • Using nontraditional incentives to motivate your employees

    Jessica Miller-Merrell, blogging4jobs

    Without question, cash is the most common (and many would argue the most important) form of compensation. Each year, most employees look forward to increasing their income. The general thought is that after 12 months of good work, an employee is entitled to a raise. This raise is expected to reflect the value the company places on the individual receiving it—or something like that.
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  • Golden carrots don’t produce employee engagement

    Earning more business is a natural part of growth for most for-profit organizations. It’s very easy to get caught up in focusing on the bottom line, forgetting that much of this revenue comes from the efforts of an engaged workforce. Without an engaged workforce, no business will prosper.

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  • 11 tips for working with your introverted employees

    Tessara Smith, PayScale

    People can be extroverted, introverted, or somewhere in between. Our society is chock full of personality types, and learning how to work well with all kinds of people is critical to being an effective manager.

    On a day-to-day basis you’ll typically engage with more extroverts than you do introverts. That’s because extroverts are vivacious humans who aren’t afraid to strike up a conversation. Extroverts display charisma, passion, and charm—all the important qualities needed to be a successful employee in this fast-paced market.

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  • How busy work is costing your company millions, if not trillions, each year

    Jessica Miller-Merrell, blogging4jobs

    Busy work keeps you occupied but provides little to no value to your company. As a result, the more busy work, the more time and money wasted.

    Not all busy work is unnecessary (think filling out timesheets, answering email messages, or checking voicemail messages), but all should be kept to a minimum for maximum performance. Managed poorly, busy work detracts from productivity.

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  • How to say “no” when your employee asks for more pay

    Jessica Miller-Merrell, blogging4jobs

    In a perfect world, every time you wanted to reward a high-performing employee with more cash, you’d have the wherewithal to do it and no other factors to consider.

    In some instances, an employee may ask and then receive. However, this isn’t always easy to do, and in some cases it’s not feasible at all.

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  • Your employees are probably looking for a better deal...will they find it?

    Crystal Spraggins, SPHR

    Today we’re releasing the much anticipated 2015 Compensation Best Practices Report.

    Based on data from more than 5,500 business leaders, the report reveals attitudes about compensation, hiring, and retention as the economy continues to recover from the recession. This latest research report shows that while most companies plan to grow in size and offer salary raises in 2015, employers are still very concerned about attracting and retaining top performing employees, which creates serious doubts about their ability to compete effectively in our rebounding economy.

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  • When does paying more make good business sense?

    How do you know when it’s time to offer higher compensation for open assignments at your company?

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  • The top 10 recruiting mistakes employers must avoid

    Let's face it. Recruiting today takes guts. The job market can be brutal, especially in industries that are desperate for great candidates. The life of a recruiter, and nearly every other person who’s in charge of hiring, can be stressful and difficult. Sometimes mistakes are made, leading to poor hires who do more harm than good to an organization while costing precious time and money.

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  • Understanding the Millennial employee

    Jessica Miller-Merrell, blogging4jobs

    The term “Millennial” (also commonly called Generation Y) refers to those individuals who reached young adulthood after the turn of the most recent century—or in other words, those born between 1980 and 2000.

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  • Here's why CEOs shouldn’t read performance reviews

    Crystal Spraggins, SPHR

    I have no idea what it’s like to start and then grow a company to the point of needing your first, and then your tenth, and then your hundredth employee. However, I do know this—somewhere along the way, the successful entrepreneur may find she has become the bottleneck to a number of processes.

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