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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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  • 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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  • 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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  • Creating Pay Transparency in the Workplace

    Compensation transparencyJessica Miller-Merrell, blogging4jobs

    When you hear the phrase “transparency in the workplace” what comes to mind? Does the infamous Open Door Policy come to mind? Or do you cringe at the idea of being more transparent? Transparency is one of those buzz words that are thrown around quite a bit in corporate America, but how many actually practice it? According to the Bureau of Labor Statistics the median number of years that wage and salary workers stay with an employer is 4.6. This number is up from a January 2010 statistics at 4.4 years. Being transparent in can make employees feel more satisfied and want to stay with you longer. 

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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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  • How Does Your Compensation Model Fit into Maslow’s Hierarchy of Needs?

    Maslow heirarchy of needs

    Jessica Miller-Merrell, blogging4jobs

    It can be easy to get caught up in the benefits rat race. You know, keeping up with the Joneses, or in this case, the Joneses, Inc. You probably spend a fair amount of time thinking about what’s in your benefits package, how it measures up against your competitor’s, how to market it to potential employees and more.

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  • Support Your Managers in Making Better Compensation Decisions

    Sean Conrad, Halogen Software

    What’s wrong with this scenario?

    “Hey, everyone, here’s a pay increase just for showing up at work. Oh, and another thing — everyone gets the same amount.”

    Admittedly, it’s not all that fair but it sure is easy. Unfortunately that easy route can also lead to bad feelings, diminished morale and lower productivity in the workplace. i.e., why should I go the extra mile if she does the minimum and received the same pay raise as me?  The downstream effects can be even worse, including loss of your top performers as they seek greener (and fairer) pastures elsewhere.

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  • The DOs and DONT's of Cutting Compensation Costs

    Header_cutcosts
    Jessica Miller-Merrell, blogging4jobs

    Our economy has come a long way in the last couple of years. Things are definitely looking up, but some companies are still feeling the pain. If you're experiencing the pressure to cut costs, you're not alone. The recent sequestering on the federal budget is the perfect example of making difficult decisions to make ends meet. When those tough decisions need to be made, chances are, you're the one your company turns to.

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  • Pricing to the Employee vs. Pricing to the Job

    Blog_header_PricingJobandPerson
    Mykkah Herner, MA, CCP, PayScale

    As an employee, I’m often concerned with my own value and therefore worth to the organization. As a manager, I was often trying to determine the value of each job to the organization. Now as a comp professional, I focus on a little bit of both: the value of the job itself, but also the value of the employee to the organization.

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  • Offering Guidance to Federal Contractors, Post Rescission

    Header_dontpanic
    Mykkah Herner, MA, CCP, Compensation Consultant PayScale

    Stephanie R Thomas ends her blog post, “Gone With The Wind (Your Guidance, That Is),” with a challenge: “How will you prepare?” She aptly points out that the rescission of the “Compensation Standards” and “Voluntary Guidelines” by the Office of Federal Contract Compliance Programs (OFCCP) leaves federal contractors with less guidance about how to comply with non-discrimination requirements outlined in Title VII. I’d like to take a moment to offer some suggestions.

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  • Think Outside the Benefits Box to Wow Your Workforce

    Header_BenefitsOutOfBox
    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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  • The Performance Review. Formal or Informal?

    Header_performanceReview
    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?

    Header_elearning
    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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  • 5 for Friday: Reward Zone

    Header_FiveForFriday
    Laleh Hassibi, PayScale

    This week's Five for Friday focus is on employee reward and recognition programs. Below are highlights of the week's articles on the subject. A consistent theme is to reward often, even if it means the rewards are smaller. As long as they are meaningful and timely, you'll fnd success in your rewards program.

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  • Need a Break From Work? Take an Email Vacation!

    Email vacation
    Jessica Miller-Merrell, blogging4jobs

    How many times have you checked your email today? Is your email always up and ready to be checked every time you get a pop-up notification? Do you have notifications set up on your smart devices to make sure you never miss an email? Is email proving to be a distraction that's keeping you from all your other HR duties? If you’re anything like me, this sounds all too familiar. Email has begun to dictate our lives whether it is for discount codes or the newest business opportunity.

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  • The Carrot Principle

    Header_CarrotEffect

    Jessica Miller-Merrell, blogging4jobs 

    The Carrot Principle unwraps one of the most in-depth management studies ever undertaken. Involving nearly 200,000 people over a ten-year period, it showed that the most central characteristic of any successful manager is that they offer frequent and effective recognition to their employees on an ongoing basis. Productivity skyrocketed when managers took a hands-on approach to constructive praise and gave small, yet meaningful, rewards that motivate employees.

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  • 5 Best Employee Benefits & Perks You Should Add in 2013

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    Jessica Miller-Merrell, blogging4jobs

    An estimated 20 million U.S. employees will be changing jobs in 2013. While that’s a 1 million-person decline compared to 2012, it still accounts for a large majority of the U.S. workforce. What is your company planning to do to retain valuable employees? Getting pay right is a big part of the equation, but benefits and perks are important factors too.

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  • Rockstar, or One-Hit Wonder?

    Header_rockstar
    Evan Rodd, PayScale

    Many of us have dreamed of rock stardom—climbing on stage in front of an audience, and watching thousands of people sing along with us as we aggressively strum our guitar like Angus Young. There’s nothing like that level of recognition to get your adrenaline pumping, especially from a stadium full of people who are able to come together under the common bond of your awesome abilities.

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  • 5 Time Management Tips You Must Do in 2013

    Header_FindTime
    Jessica Miller-Merrell, blogging4jobs

    Every year on the first work day of January, your co-workers return to their desks with a new plan to transform themselves via their New Year’s Resolution. Maybe they are mixing health shakes in the breakroom in place of their lunches, walking through the halls (or up and down the stairs) in lieu of their typical breaks to sneak in some exercise or madly chewing nicotine replacement gum to kick the smoking habit. Whatever their goal might be, their intentions are good. But, this year, instead of (yet again) resolving for your health, consider the best New Year’s resolution of all: resolve to find more time.

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  • 4 Ways to Rock Your Employee Benefits & Rewards Program

    Header_EmployeeRewards
    Jessica Miller-Merrell, Blogging4Jobs

    Compensation Outweighs Workplace Perks and Employee Benefits 

    Studies show that while employee rewards programs are popular by employers, they are not as appealing to the employees for which they were created in the first place. Employee perks and healthcare benefits are popular lures among employees, but salary compensation still reigns supreme as the benefit of choice.  Money is (and probably always will be) the number one way to recruit, retain and hire qualified job seekers. But, that doesn’t mean rewards programs should go by the wayside. A comprehensive total rewards package is essential, but half the battle is letting the employees know the rewards are out there. Communication is the key.

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