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 Substandard tools and resources Outdated and ineffective technology can hinder effective workflow-translating to low productivity and performance.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...

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...