• Turning your workplace into a community

    Jessica Miller-Merrell blogging4jobs

    Your company’s culture is the foundation on which your employees operate. A draconian atmosphere will affect every faucet of your business, including your bottom line.

  • Get ready to roll out total rewards statements for 2015

    It's that time of the year again when performance reviews and salary upgrades are in the making. And what’s on nearly every compensation manager’s mind is the creation of those total compensation statements that’ll be going out soon. But before you roll out your total rewards statements for 2015, make sure you’ve done the following:

  • The future of flexibility in the workplace

    Jessica Miller-Merrell, blogging4jobs

    When Netflix launched its unlimited vacation policy a few years ago, I think the HR professional inside all of us cringed a little.

    A flexible vacation policy sounds like the start of chaos and the decline of productivity in the workplace. While that’s not necessarily the case, Netflix did start a trend in employee perks that would later be adopted by some of the largest companies on the Fortune 500 and become almost a staple for startups in Silicon Valley.
  • Managing Type-A talent

    Jessica Miller-Merrell, blogging4jobs

    Have you ever worked in an organization where the majority of your workforce is A-type leaders? These leaders are hard to keep around.

    Organizations that have an overwhelming number of Type-A leaders—but not enough leadership positions—seem to get stuck in a cycle of acquired then lost talent because there isn’t enough growth opportunity. These organizations are going to have to change how they’re operating if they want to retain their strong workforce.

  • Brace yourself for the Millennial revolution

    Tessara Smith, PayScale

    Word on the street is Millennials can’t get it together in today’s job market. Although they’re better educated than previous generations (and getting more educated all the time), employment rates aren’t following suit.

  • 7 signs your employee compensation could use a boost

    Employee comp boos

    There’s a fine line between getting employee compensation right and getting it wrong.

    Obviously, you want to get it right. Taking the time to explore the resources at Compensation Today, including articles such as this one, is a great start.

  • 5 reasons your employees are looking for another job

    Employee looking for job image

    Crystal Spraggins, SPHR

    According to PayScale’s 2014 Compensation Best Practices report, most employees quit their jobs for “personal reasons” and to earn more money elsewhere.

    The rising cost of utilities, groceries, housing, and education all but guarantees most of us could use a little more cash—not a whole lot of explanation needed there.

  • Learning to anticipate your employee’s next move

    Next Move image

    Jessica Miller-Merrell, blogging4jobs

    High turnover can plague your company and stunt its growth.

    Unfortunately, it can be difficult to anticipate the reasons an employee decided to leave, and some employee departures might even be a complete blindside. Because there are numerous reasons why employees quit, it’s important to take steps to truly understand your company and your employees.

  • The secret to keeping top employees

    Secret to keeping employees image

    Tessara Smith, PayScale

    All too often, the bulk of a company’s time, energy, and financial resources are spent sourcing new talent at the expense of existing star employees left languishing for some attention. Can it be too long before these top performers seek greener pastures?

  • Would you pay more for industry certification?

    SPHR image

    In a market that’s still in the process of bouncing back from the ‘Not-So-Great’ Recession, some working adults are turning to industry certification programs to boost their marketability with employers. Many turn to e-learning programs, delivered through colleges and universities to earn certificates that prove they have the in-demand skills employers want. Still others are engaged in free and low cost certificate programs from industry associations and popular platforms like Udemy, Coursera, Lynda.com and more – many of which are taught by actual professors at accredited schools.

  • Orange Fridays – engagement through learning

    Orange Fridays image

    Tessara Smith, PayScale

    Disengaged employees. We all know who they are, or even worse, maybe some of us know that we are the ones who deserve this dreadful title. Time and time again companies watch as their workers fade from bright shining new hires to dull office zombies. What gives? Most employees don’t purposefully come to a job they hate, clock in, clock out and then leave without making any progress. However, it seems many of them are quick to lose that initial spark they had when you first welcomed them aboard. Coffee carts, company events, and countless other perks don’t seem to be helping to boost employee motivation either, so what is the solution here?

  • 7 types of toxic employees

    toxic employees image

    Tessara Smith, PayScale

    There is no denying that retaining employees is one of the best ways a company can continue to grow and thrive. The more time and effort an employee invests in their career at your business, the more committed they become to watching it succeed. However, no matter how long someone has been with your organization, they may actually be contributing negative energy to your office environment. That being said, here are a few employees you should probably do something about ASAP.  

  • What is talent worth to your business?

    Talent worth Image

    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).

  • My employee quit without notice. What went wrong?

    Employee quit without notice image

    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?

  • Re-examining the meaning of “team player”

    Team player imageCrystal Spraggins, SPHR

    Quick—what qualities come to mind when you hear the term “team player?”

    How about someone who is:

    • Cooperative,
    • Conscientious,
    • Helpful,
    • Flexible,
    • Hardworking, and
    • Honest?
  • Four raises a year

    Four raises a year image

    Tessara Smith,  PayScale

    One of the latest trends in employee compensation and motivation is giving employees four (small) raises a year as opposed to one large raise. Many companies have become strong proponents of this innovative payment strategy and executives are dumping the annual salary review in favor of giving out raises and bonuses a couple times per year. This begs the question, are quarterly raises a good idea for your company?

  • President Obama takes a stand for family friendly work policies


    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? 

  • Interpreting the stats: tips for analyzing employee turnover


    Jessica Miller-Merrell, blogging4jobs

    I have to admit, I am not a big sports fan. I mean sure, I enjoy the excitement and social aspect of cheering for your team, following favorite players and celebrating a victory, but the minute I hear the SportsCenter hosts spouting off numbers and comparing those numbers to other numbers, which they reference with previous numbers and anticipated numbers, I’m out. I typically love a challenge but this is one area where I am fine with not understanding what they’re talking about and not attempting to understand what all that means. However, the truth is, those who understand the stats are better connected to the game. They understand what’s typical, what’s out of the ordinary, whether or not a player’s game was good or bad and what they can usually expect from a team.

  • How to develop great employees in six easy steps

    Develop great employees imagethe majority of workers feel more motivated when their boss shows appreciation for their work

    Employee development is important, but unfortunately it is also often overlooked in the grand scheme of things. Day to day work life is hectic, but failure to actively develop employees can end up costing you top talent in the long run. Whether your company is one that hires a significant amount of young graduates, or you want to improve the team you have already built; turning good employees into great employees, is a lot less hassle then recruiting outsiders into your company. If you play your cards right, you could end up with highly skilled employees who are genuinely dedicated to helping your company thrive. Here are six strategies that you can use to start developing exceptional employees. 

  • Is workplace training a waste of time?


    Crystal Spraggins, SPHR

    Why oh why does training have such a bad reputation?

    It’s true that some trainers aren’t very good, and it’s also true that leadership has been known to drag everyone to “respect in the workplace” training when even a blind man could see that only Benny in Sales really needed the lessons, and yes, it could be argued that training takes people away from their “real” jobs and all the work waiting to get done.

    But still.


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