• 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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  • Big retailers raise the bar with across-the-board wage increases

    In a bold move, several big retail chains announced they’d be increasing worker wages this spring from the federal minimum wage. Among retailers so far are Walmart, TJ Maxx, Marshalls, HomeGoods, and other TJX stores.

    No doubt this announcement is part of an effort to boost the image of the retail industry while attracting and retaining employees with better compensation. It’s no surprise this effort follows a wave of highly publicized organized worker protests and lawsuits claiming these markets take advantage of cheap labor. 

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  • Bringing energy back to the workplace

    Tessara Smith, PayScale

    Lately it seems like your workers have got a serious case of the Mondays when in fact it’s Wednesday!

    Studies show that many Americans are chronically sleep deprived, so perhaps it’s no surprise there will be times when employees are barely able to keep their eyes open. On those days, hopefully these sleepyheads will clock out early without leaving a ton of work behind.

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  • Clearing up the confusion about compensation plans

    You may not be surprised to hear me say that compensation programs can be difficult to understand at times. Compensation programs can be complex, leading to confusion for some employees.

    That’s too bad, because if employees are confused about how they’ll be compensated for their hard work, they may fail to meet performance standards. When this happens, disappointment ensues. Employees may not get the wage increases they believe they have coming to them, and employers may not get the performance they want.

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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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  • No more grumbling: Make performance reviews more productive

    Each year, managers focus on improving the core performance of their teams by evaluating the results of the previous year. This is often referred to as performance review season, and it’s a particularly stressful time for both employees and their managers—and for good reason.
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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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  • Managing CEO pay

    Jessica Miller-Merrell, blogging4jobs

    Over and over again we hear about this CEO here and that CEO there and his colossal paycheck. As the story goes, while these CEOs are sitting on top and racking it up, all the little people are running around down below living on pennies.
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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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  • The right way to pay remote employees


    Have you employed any remote workers yet? If not, there’s a good chance you have or will in the near future. The use of remote employees and contractors has many benefits, including the ability to expand globally with minimal overhead costs, the ability to recruit from a much wider skillset of talent, and the convenience of having employees in multiple time zones to manage projects around the clock. Multiple studies, including these highlighted in Working Mother Magazine have also shown that remote workers are more productive, which means companies earn greater revenues.

    How can your organization ensure your remote workers are paid the best possible compensation for their unique work value?

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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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  • Read THIS before advertising pay ranges

    Jessica Miller-Merrell, blogging4jobs

    There are numerous factors that contribute to what pay ranges to advertise in a job posting and subsequently many more factors to consider before you offer a qualified candidate the position.

    Many companies use broad pay ranges in jobs advertisements, giving them maximum flexibility depending on candidate selection. Still, in our ever-changing market, it’s hard to know if the expectations you’re setting are on point.

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  • Should you include salary in job advertisements?

    Should you include wage information in job advertisements?

    In what has become a hot topic in the professional world, many companies tend to disagree on whether it’s a good idea to include wages in job advertisements. Even those employers who favor transparency may argue that transparency at this stage of the process is premature.

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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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  • How to master difficult conversations

    Jessica Miller-Merrell, blogging4jobs

    Hard conversations are hardly fun. Instead, they’re often uncomfortable, and the outcomes can be unpredictable. When a situation can give way to the potential disappointment of a client or employee, a lot of things can happen. Many people find hard conversations so awkward they try and avoid them altogether.

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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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