• Five ways to catch an employee in a lie

    Lia Liar image

    Tessara Smith, PayScale

    Liar, Liar Pants on Fire! Remember this chant? I sure do. Lately it has come to my attention that not all people in this world are honest and genuine human beings. Well ok, that’s actually pretty obvious, but what happens when these unsavory characters end up under your employment? Feelings of awkwardness, confusion, and maybe even embarrassment can come as a result of working with one of these people. Your intuition tells you that something’s up, but as a professional it can be hard to deal with these workers in a way that is effective and drama free. Manipulative employees happen, it’s an unfortunate truth. As a leader, it is most important for you to be able to identify these dishonest workers so you can quickly remove them from the office before they can do serious damage to your company.

  •  
  • 6 things employees REALLY think about their pay

    What do employees think of pay image

    Crystal Spraggins, SPHR

    “Cash is King.”

    “Money walks, the rest talks.”

    “Money makes the world go ‘round”

    We’ve all heard these sayings hundreds, if not thousands, of times. Money is important, period. Even those not motivated by money need it and recognize its value.

  •  
  • Work shouldn't make you crazy: How job stress affects mental health

    work stress and mental health image

    Crystal Spraggins, SPHR

    A recent headline from PsyBlog, “How Long-Term Stress Causes Serious Mental Disorders,” really caught my attention. Just about everyone I know is stressed these days, especially at work. And while stress doesn’t feel good, the idea that it could actually cause someone to develop a mental disorder is too much. I get stressed just thinking about it.

  •  
  • Why hiring for diversity still matters

    Hiring for diversity image

    Crystal Spraggins, SPHR

    Traditionally, talk about diversity in the workplace has focused on inclusion of people of color and women, particularly within the management ranks.

    And despite how far we’ve come, there’s still a need for those conversations.

    Just last month, Catalyst, a nonprofit organization with a mission to “expand opportunities for women and business,” reported that women hold only “4.8 percent of Fortune 500 CEO positions and 5.1 percent of Fortune 1000 CEO positions."

  •  
  • 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.

  •  
  • President Obama takes a stand for family friendly work policies

    header_happyfamily

    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? 

  •  
  • 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.

  •  
  • Making your internship program work

    header_MakeInternshipProgramWork

    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.

  •  
  • The Generation Gap: Motivating Millennials (part 1 of 2)

    header_MotivateMillennials

    Jessica Miller-Merrell, blogging4jobs

    If it seems that Millennials are taking over the workforce, there’s a reason for that. These young adults are entering their careers, bright eyed and bushytailed, in huge numbers. In fact, by the year 2025, Millennials will make up 75 percent of the U.S. workforce.  Although young professionals are nothing new to businesses, what is new are the traits that this generation has, the beliefs they hold and the things that motivate them.

  •  
  • 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.

  •  
  • 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.

  •  
  • Keep it moving: Is shorter CEO tenure better?

    header_5YearPlan

    Crystal Spraggins, SPHR

    The 5-year plan

    For decades, the 5-year business plan was touted as a necessary and extremely valuable tool in the well-run organization’s tool belt. A 5-year plan keeps a company on track, by guiding leadership’s decision making about everything from infrastructure to marketing strategy.

  •  
  • Do workplace perks increase employee engagement?

    header_OfficePerks

    Jessica Miller-Merrell, blogging4jobs 

    Many years ago, workplace perks were few and far between but these days, nearly every company offers some kind of perk for its employees. In order to stay competitive, recruit the best of the best and keep employees happy, it’s vital to consider not only what employees can do for you but also what you can do for them. It would be easy to say off the cuff that employees are more engaged when you give them bonus perks in addition to their normal compensation but it’s important to really look at if and why this is true.

  •  
  • Have a new hire? How to guarantee the least amount of loyalty in no time flat

    header_NewHireLoyalty

    Crystal Spraggins, SPHR

    With all that’s been written about the importance of employee engagement, you’d think our workplaces would be brimming over with programs, policies, and procedures to entice employees to stay put forever and a day while doing their best work ever.

  •  
  • Big ego, small ego: Google’s Laszlo Bock talks humility in the workplace

    header_BadLeadership

    Crystal Spraggins, SPHR

    Just about anyone who writes about the workplace can agree that American companies are facing a serious leadership void.

    In a recent survey, nearly 70 percent of employees reported not liking their jobs.

  •  
  • Why ask why? The importance of asking questions

    Ask more quetionsCrystal Spraggins, SPHR

    Did you know that the great inventor Thomas Edison was yanked out of school by his mom after a teacher complained that Edison asked too many questions? Silly teacher! How can someone ask too many questions?

    Curiosity makes the world go ‘round. Problems can’t be resolved without asking questions, and even if something fantastic is discovered by accident (like penicillin) the process would have never started without someone asking a question.

  •  
  • Botox or die: ageism in the workplace

    header_BotoxOrDie

    Apparently, it’s the survival of the youngest in Silicon Valley. According to a recent New Republic article, by writer Noam Scheiber, that details the desperate measures that professionals in their early 40s are doing to stay employable, these efforts that include getting regular Botox injections and hitting the gym for hours a day to stay youthful are on the rise. No longer are seasoned employees looked at as valuable to the success of the technology firms they work for. Instead, a growing disdain for anyone born before the 1980s has reared its ugly head.

  •  
  • Leadership 101: Why teaching is so much better than telling

    header_TeachNotTell

    Crystal Spraggins, SPHR

    It’s been my experience that most adults do not like being told what to do. But when it comes to work, what does this mean exactly?

    Most everyone has a boss, and generally, most everyone is required to take direction from said boss. Refusing to take direction from a boss is a big no-no. It’s called insubordination, and most places will fire you for it.

    So, how do good managers respect their employees’ natural inclination to not want to be told what to do while at the same time fulfilling their managerial duties? Simple. They cause others to willingly follow by providing sound leadership. And some of the best leaders I’ve ever known were natural teachers.

  •  
  • Are Your Starting Rates Supporting Employee Performance?

    header_higherrates

    In the grand scheme of things, how well you compensate employees from the start can influence both the short and long-term performance of your work teams. When employees know that they work for an employer that values their contributions with a transparent salary policy that reflects this, a beautiful thing happens. Work becomes more rewarding in a tangible way. Salary isn’t a sore point, but rather a demonstration of support for the efforts of employees at all levels.

  •  
  • When your employee outgrows you

    header_EmployeeOutGrowsCompany

    Crystal Spraggins

    Once in a while, you’ll find that the reward for a fabulous hire is an employee who’d be better off managed by someone else—someone with more skill, more knowledge, deeper pockets, or perhaps, access to more challenging or more prestigious work. 

    All relationships evolve over time, and your relationship with your staff is no different. Even the employees who seem most vested in your mission may eventually decide to work elsewhere. That’s life.

  •  



SEARCH
GET PAYSCALE NEWS
Sign up for the latest tips and tricks in compensation from PayScale.
Sign up for PayScale News
Career News
SOCIALIZE WITH US
CATEGORIES