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  • How to Identify an Unhappy Employee Before They Quit

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    Jessica Miller-Merrell, blogging4jobs

    Having an unhappy employee can be hard on your business. From the moment they first become disengaged, to time off for interviews, to them actually quitting altogether, you’ll feel its effects. Even in the best of circumstances, unhappy employees are bad for business. But before you start making a mental list, remember that unhappy employees aren’t bad employees, they’re probably just not satisfied with some aspect of the job.

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  • 3 barriers to successful pay-for-performance implementation

    Pay for performanceLaleh Hassibi, PayScale

    Today most organizations are either moving toward a pay-for-performance compensation strategy, or at least discussing it. Correlating pay with performance has proven to improve employee retention in many companies, but even so, some detractors of performance-related pay models will tell you that more have been attempted and failed than succeeded. 

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  • Three tips for turning an entry-level employee into a long-term team member

    Reducing intern turnover
    Jessica Miller-Merrell, blogging4jobs

    For many companies, it’s the time of year when recent grads and summer interns turn into full-time employees. Bright and shiny, with the new business card holder they got for graduation, they’re now a part of your team. While you’ve probably seen plenty of new entry-level employees come and go over the years, you could play a part in retaining these new team members.

    An entry-level employee may be new to your company, buy they still provide value on a day-to-day basis. In fact, replacing even an entry-level employee can cost anywhere from 30 to 50 percent of their salary and retaining them can help to decrease your company’s turnover over time. So how can you increase the commitment level of this group of employees? Take a look at these three tips:

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  • What makes employees happy?

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    Laleh Hassibi, PayScale

    Most business leaders spent a lot of time worrying about whether or not their employees are going to stick around, dreading the expense of turnover. One big decision factor in an employee's mind is simply whether or not they are happy in their job. 

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  • Say Goodbye to These 4 Causes of Turnover

    Employee TurnoverJessica Miller-Merrell, blogging4jobs

    I remember those days when it seemed it would have been easier to hang the moon and write my CEO’s name in the sky with stars than to fill every position I needed with the right people. Turnover has always been a struggle for HR professionals, but it’s an increasingly overwhelming aspect of managing staffing needs. An employee who departs can leave a big dent in your business. From the increased workload of others to the hours and money spent on filling the position, its effects can be felt far beyond their now-empty office.

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  • 3 lessons on retention from the NFL, NBA, and MLB

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    Jessica Miller-Merrell, blogging4jobs

    We tend to throw around the word “team” a lot in the workplace. “She’s a valuable part of the team,” “Be a team player,” and “This is going to take a team effort.” are all phrases that we toss around like second nature. But for as much as managers view their employees as teams, they may not be doing a superb job coaching. We, as HR professionals, may not be the best team managers in the league, either.

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  • How to decrease employee turnover through gamification

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    Jessica Miller-Merrell, blogging4jobs

    Chances are, you’ve heard about gamification in the last couple years. Although it is a relatively new phenomenon for most businesses, it has become wildly popular as a way for companies to train employees. However, the reaches of gamification go far beyond just training employees and actually helps to reduce the issue of employee turnover.

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  • How to Become a ‘Best Place to Work’

    Jessica Miller-Merrell, blogging4jobs

    If you're looking to become a ‘Best Place to Work,’ you've got some tough competition. Most companies will find it difficult to compete with Google's seven-acre sports complex, complete with horseshoe pits and roller hockey rink or The Boston Consulting Group's optional six-month delayed start for new consultants who would like to have $10,000 and time to do some non-profit work. Even still, your business can achieve the prestigious status by making a splash with some changes that are proportional to your business. We can't all be Google, but we can all be great.  

    Involve Management and Executives 

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  • 5 Ways to Improve Your Compensation Strategy

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    Tess C. Taylor, PHR

    Years ago, a college graduate had a long-term future and a pension plan with a single company to look forward to. Nowadays, however, the average life-span of a career is determined by the performance of the company. In uncertain times, working professionals are seeking compensation that’s outside of traditional salaries and retirement perks. They are looking for a compensation strategy that’s based on their individual contribution and competency.

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  • PayScale Insight Summer Edition 2013: New Employee Pay Report Makes Compensation Transparency Simple

    PayScale Insight Summer 2013 Edition

    Laleh Hassibi, PayScale

    How well do your employees understand your compensation plan and philosophy? Though talking about pay with employees is akin to talking about the birds and the bees with your kids, often uncomfortable for everyone involved, clearly communicating compensation to employees is worth the effort. When decisions about comp levels are systematic and communicated with employees, the organization’s expectations of its employees become clear. They will know how they will be rewarded and how to reach their personal career and financial goals. By sharing your expectations, you’re also giving your employees more control over their destiny, thereby raising satisfaction and retention.

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  • How to reduce turnover by building relationships

    Reduce Turnover

    Jessica Miller-Merrell, blogging4jobs

    Employee retention is on the forefront of most HR managers’ minds. Though turnover remains relatively consistent throughout the years, the uptick in the economy has brought with it an increase in employee turnover as there are more options for employment. In fact, a recent study of more than 4,000 companies found that 59 percent of employers list retention as their top concern in 2013.

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  • High Five Fridays—An Innovative Morale Booster

    by Laleh Hassibi, PayScale


    Companies are often looking for new, interesting and effective ways to retain employees. Getting employees’ pay right, and rewarding them for performance go a long way towards employee satisfaction, but there are also many additional incentives companies can offer to keep their people smiling.

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  • Benefit Considerations for an Aging Workforce

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    Jessica Miller-Merrell, blogging4jobs

    An aging workforce can have an affect on many aspects of your business but your benefits package may be the most significant. Older employees have unique needs and preferences, which means that there may be special considerations as our workforce ages.

    Since the average age of retirement has increased by four years in the last decade and is expected to continue to rise, it’s time to start making room for a seasoned workforce as we make benefit decisions. Read below to learn about three major considerations.

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  • 5 For Friday: Remote Workforce

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    Laleh Hassibi, PayScale

    Everyone has been talking about the business pros and cons of telecommuting this week after Yahoo's big announcement that they are pulling the rug out from under their work-from-home agreements. Is Yahoo's move to get workers back in the office a sign of a shift? Here are some of this week's most interesting views on the subject.

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  • Is Yahoo's Decision a Sign That Remote Workers Are Becoming Extinct?

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    Amy Knapp

    In a recently leaked memo, Yahoo exec Jackie Reses called all of the company’s remote employees back to the office effective June of this year, a controversial move for which Yahoo CEO Marissa Mayer has already taken a heavy dose of flack from Bloomberg, the New York Times, Forbes, even Richard Branson.

    Wasn’t telecommuting supposed to be the future? Insurance company Aetna reported saving $78 million in real estate cost since it began encouraging employees to work from home and providing the tools to do so. 37signals founders Jason Fried and David Heinemeier-Hansson wrote a hit book about their success with telecommuters. What’s changed?

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  • Think Outside the Benefits Box to Wow Your Workforce

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    Jessica Miller-Merrell, blogging4jobs

    Medical, dental and vision insurance, retirement contributions, paid vacation and sick leave—it all adds up to a decent benefits package, but it’s what every other employer offers. So when a company wants to stand out, what do they do? Well, some offer scooters for employees to ride through the halls on, some make flag football an item on meeting agendas and some even offer Botox injections at work. While these benefits may seem over the top, they work.  

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  • New Guidelines for Restrictive Covenants in Canada

    Header_RestrictiveCovenantsCanada
    Amy Knapp

    Implications of recent decision Martin v. ConCreate USL Limited Partnership

    Restrictive covenants are a tricky business. While fundamentally important in some circumstances, they’re notoriously ineffective in others. With the recent rulings on enforcement of restrictive covenants, it's becoming even more apparent that Canadian companies need to develop more compelling strategies to keep talent from going to the competitors.

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  • Equity Compensation – Restricted Stock Shares, Always a Great Tool, Sometimes

    Stickman - Equity Compensation - RSS
    Dan Walter, Performensation

    Restricted Stock Shares (RSS), often called Restricted Stock Awards (RSA) or even more simply Restricted Stock, have been used longer than any other equity compensation instrument. Companies have used variations of restricted stock for almost as long as stock has existed. While ISOs and NQSOs are “appreciation only” awards, RSSs are Full Value Awards (FVA). RSS awards are unique in that they require the issuance of real stock as of the date of the award. Restricted Stock is a confusing term since it can refer to at least three major categories of stock. 1) Stock issued prior to registration with the SEC under the 1933 Act; 2) Stock issued to affiliates of the company who are subject to Rule 144 filings; 3) Stock that must meet time and/or performance conditions before it can be freely transferred. For the sake of this post, I will only cover the last of these.

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  • The Performance Review. Formal or Informal?

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    Jessica Miller-Merrell, blogging4jobs

    A performance evaluation is an opportunity for a manager and an employee to meet and discuss the employee's job performance, organizational priorities, and performance goals. For employees this process can be something they dread or look forward to. Despite being a star employee there might be things that they can still improve on but receiving that type of feedback can feel like being put in front of a firing squad. As new generations continue to enter the workforce the way they receive feedback varies. Formal processes can seem daunting, where an informal review might put them at ease.

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  • Should You Offer E-Learning or Classroom Opportunities to Employees?

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    Jessica Miller-Merrell, blogging4jobs

    A key component in the mix of employee retention strategies is to offer employees career development opportunities. As the war for talent heats up in 2013, retention has become a primary concern for many employers. But what kind of education do employees want and how do you give them a valuable opportunity in a cost-effective manner?

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