Top 4 Reasons Employee’s Leave

         When it comes to staff turnover, here are four top          reasons people decide to leave an organization          and what smart CEOs can do to mitigate the situation:          1. Poor Communication To foster an environment where employees are empowered and encouraged to stay, companies should look to make retention a high priority and implement programs that increase employee satisfaction. This can mean addressing inconsistent workplace practices and ineffective collaboration and knowledge sharing between business units and departments. To improve communication, incorporating more transparent and consistent management processes can help enhance the relationship between managers and staff. This also includes developing internal mobility initiatives that combat excessive turnover and boost corporate financial performance.  2. Substandard tools and resources Outdated and ineffective technology can hinder effective workflow-translating to low productivity and performance. Talent management automation solutions can help companies track employee productivity, retention-and even predict when employees are leaving. Organizations should also carefully consider implementing a technology system that can help streamline talent management processes. Such talent management tools include applicant tracking and goals management. Performance management tools can ultimately help managers and staff to deliver performance reviews, career and succession plans, align goals, and identify mentors through a unified, user-friendly solution.   3. Lackluster training initiatives The main goal of talent management is aligning workers to business goals and powering improved business performance. Today, CIOs are struggling with the realities of skills shortages, managing people through change and creating an effective workforce. Enhancing staff training not only allows employees to work more effectively, it is essential in improving productivity outcomes. By providing more...

The Power of Recognition: Retaining your Talent

Let me ask you a question. What would your leaders say about the state of affairs in your workplace? Do employees believe in your organization that recognition is important? If recognition is important, how do you retain your talent using recognition as a key strategy? Finally, what does recognition look like in your organization? Let’s take a look at a few facts. Only 4% of 90,000 applicants annually at Southwest Airlines are actually hired. That’s only 3600 lucky people! What makes Southwest Airlines so popular that 90,000 people would compete for 3600 jobs? I contend that Southwest Airlines is a great place to work and that people are recognized for the contributions that they make to the organization. A New York Times study revealed that 25% of employees reported being driven to tears in the workplace. 50% of those individuals call their place of work a place of verbal abuse and yelling. 30% say that they are regularly given unrealistic deadlines and 50% indicate that they have to work 12 hour days just to get all the work done. What is happening in the American workplace today that leads employees to such poor opinions about their workplace? There’s more! The Harvard business review estimates that ‘presenteeism’ (that is lost productivity that occurs when employees come to work but perform below par due to any kind of illness, low morale, or poor work attitude) costs the United States $150 billion annually. These folks are “present, but not fully accounted for…” In a 1999 study sponsored by the Employers Health Coalition, researchers calculated that the costs of lost productivity are 7.5...

5 Important Guidelines for Employee Recognition

1. Create a Game Plan Recognize what you want to achieve through your employee recognition efforts. Do not use a scattered approach to employee recognition, hoping some efforts will stick while others will not. Employee recognition can quickly become a downer if only the infrequent few are recognized. Create goals and action plans for employee recognition: Recognize actions, behaviors, approaches, and accomplishments that you want to foster and recognize in your organization. 2. Be Fair, Clear, and Consistent People need to see that each person who makes the same or similar contribution has an equal likelihood of receiving recognition for their efforts. When a standard is set and several people surpass it, recognize all of them. Recognizing only the highest performer will defeat or dissatisfy all other contributors, especially if the criteria for employee recognition are unclear or based on the supervisor’s opinion. 3. Set Guidelines For day to day recognition, set guidelines so leaders acknowledge equivalent and similar contributions,e.g., recognize the employee who stays after work to contribute ideas in a department improvement meeting. 4. Be Specific Be as specific as possible in telling the individual why exactly he/she is receiving recognition. The work purpose of feedback is to reinforce what you would like to see the employee do more of; the purpose of recognition is the same. 5. Provide Immediate Recognition Offer employee recognition as close to the event you are recognizing as possible. When a person performs positively, provide recognition immediately. This positively affects the employee’s confidence in her ability to do well in your...

It’s Staff Appreciation Day!

71% of American Workers are either “not engaged” or “actively disengaged” from their jobs Staff Appreciation should expand beyond a single day of the year. Appreciation events occur bi-annually, quarterly, and month. and can be organized at any time by any manager in an organization. Organizations today are finding new and creative ways to communicate gratitude and appreciation every day. Research has found that the number one reason people leave organizations is because of their relationship with their manager or supervisor, specifically their lack of relationship. Gallup wrote in in previous survey findings that “People leave managers not companies…in the end, turnover is mostly a manager issue”.* In order to create a healthy relationship among employees and their supervisors, it is crucial that managers take the time to recognize and appreciate the work being done. This statistic is a clear indication of the impact that staff appreciation has on employee retention and performance. Recognizing employee’s work and appreciating their efforts results in increased productivity. This acknowledgment translates into reduced carelessness, improved employee morale, and an engaging work environment. Consistent employee recognition will increase their loyalty to the company as it evokes their motivation to perform well. They will feel more compelled to complete work accurately, timely, and thoroughly if they knew their efforts will be recognized and if they feel personally accountable to their organization. Not only will employees produce better quality work for organization, but they will also attract more external, qualified applicants. The more desirable the work environment, the more qualified applicants it will attract. In short, affirming your employees’ value now will help you retain them...

The Power of Staff Appreciation and Employee Recognition

Employee Appreciation–Showing the ones most important to you your gratitude The most important thing that all small business owners ask me about is making their employees enjoy coming to work without giving them a raise. In many companies large and small if you were to ask employees if they enjoy coming to work probably a few would say no. Surprisingly though if you ask them why it is NOT what you’d expect to hear as a business owner. It rarely has anything to do with employees feeling that they don’t make enough. It is more about how employees don’t feel that they are appreciated or valued for the job that they do. The more personal touch you can use for employees the better. Most employees are so wrapped up in their work every day they don’t stop to see the contribution they are making to the big picture. How does what they are doing help to make the company more successful or profitable? Sometimes its because they don’t have the ability to see what other people are doing they are so focused on their task. Take time out to show them how they make a difference as an individual. Celebrate the individual more and the work they do.The unbelievable part is the the business owner much more to lose than the employee because of all the time and the money that have invested in the person. The employees gets to take all that knowledge to their next job. Whoever came up with that line about employees don’t care about the company was somebody that was to scared to share how...