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Why Millennials make Great Interns and Future Employees Autocrat, Democrat, or Servant: What's your leadership style? The retirement savings crisis Snackable Content
IPO Get Your Ducks in a Row by Tim Low
  • What is talent worth to your business?

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    In the grand scheme of human capital management, choosing the best talent for each job type that benefits the company is the bottom line. Paying a fair salary and offering benefits above what the competition is the other side of things. Yet, very often there are disparities in what top performing employees earn versus the employees who barely squeak by (at least from the perspective of employees who have not received salary increases for a long time).

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  • Is unlimited PTO too good to be true?

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    Tessara Smith,  PayScale

    It’s no secret that vacations are vital to the sanity of every full-time employee, but what happens when all of their allotted break time is being sucked up by sick days and family emergencies? Instead of planning their getaways to Disneyland or the Caribbean, employees are instead forfeiting dreams of relaxation in the name of taking their kid to the doctor’s office. There is no denying that it is important for workers not to skimp on time spent in the office, but most agree that it is unfair to have to surrender what would be mental health days in order to complete mundane tasks. Studies show that workers are more productive when they take vacations, and many companies are beginning to come to the realization that a strict PTO policy may not be the way to go in terms of supporting a healthy work environment. 

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  • Salary budgets more generous in 2015? Surveys say yes!

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    Over the last few years, it seems as if salary increases have gone the way of dinosaurs as companies still struggle to recover in a new economic climate. While there will always be a focus on performance improvement, added compensation has been a topic that executive teams don't want to discuss.

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  • Wage theft -- the employer oops that's got workers fired up

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    Tessara Smith,  PayScale

    There is a compensation epidemic taking over companies across the nation. It is called wage theft and your organization should avoid it at all costs. By definition, wage theft is the underpayment for money that has been clearly earned. This could mean paying employees less than minimum wage, refusing to compensate them for the hours they have worked, or neglecting to pay them overtime. You would think that most companies would stray from committing such a petty compensation crime, but wage theft is much more common than you think. It makes sense; the less you pay employees the more your company profits when you crunch the numbers at the end of the day. But is raking in more revenue worth causing your employees to be disgruntled or the massive penalties you might face if they decide to band together and file a lawsuit? 

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  • The chief concern for millennials? Making more money.

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    In the workplace, Millennials (those workers who are in their late 20s to mid-30s) are highly valued for their skills, ethics, and technology prowess. If this is the case, then why are so many worried about their earnings?

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  • Real culture is visceral

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    Jessica Miller-Merrell, blogging4jobs

    Looking from the outside in, candidates only get a glimpse of a company’s “fun culture.” They don’t see how a company interacts daily with their employees nor do they get to see how a company responds to workplace politics or dealing with employee conflict. In order to recruit the best, fully engage a workforce, and decrease turnover it’s important that companies are showcasing their real culture instead of their “fun culture.”

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  • Is employee retention still your top concern?

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    Laleh Hassibi, PayScale

    Retention was a hot issue in the 2014 Compensation Best Practices report with nearly 60% of you listing it as a top concern. Now that we're almost three quarters of the way through the year, we're checking in with you to find out what the status is now. Please take this 30 second survey to answer 4 short questions about the current state of retention and the talent market. You'll be able to compare your answers to all the others we've received as soon as you are done with the survey.

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  • Thinking IPO? Get your ducks in a row…

    header_GoingIPOTim Low, PayScale

    So you’re ‘killing it’. Sales are up, your valuation is up and to the right, you’ve been adding super smart, talented people in engineering, product management, marketing and finance. Investment bankers are lining up to talk. Congratulations.

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  • My employee quit without notice. What went wrong?

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    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

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    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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  • Let's talk about pay: 5 ways to talk salary in an interview

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    Perhaps no other topic is as awkward as the one that’s pressing on the minds of both people sitting at the interview table. What are we referring to here? We’re talking about the big, bad salary conversation. Bringing up compensation in an interview is enough to make a lot of people nervous.  

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  • The top 4 problems with pay for performance

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    Crystal Spraggins, SPHR

    Pay for performance or performance-related pay, as it’s also called, is a relatively simple concept. Under a performance-related pay philosophy, employees are offered financial incentive for meeting certain predetermined and quantifiable goals.

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  • 6 things employees REALLY think about their pay

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    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.

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

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    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.

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  • Why hiring for diversity still matters

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    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."

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  • Autocrat, Democrat, or Servant: What's your leadership style?

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    Crystal Spraggins, SPHR

    Every leader has a leadership style. And leadership styles have consequences.

    According to PayScale’s 2014 Compensation Best Practices report, most employees leave their jobs for “personal reasons” or for higher pay. Pay is important, of course. Despite how much we may like our jobs, if our employers couldn’t pay us, we’d likely quit.

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  • Using engagement surveys to boost employee happiness

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    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

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    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

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    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

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    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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