Want Your Best Employees to Never Leave You? Ask Them 5 Simple Questions. Want to do something that will launch you into the new era of HR?
Get rid of your exit interviews and replace them with "stay interviews. " If you're new to this concept, unlike the exit interview, managers are using stay interviews to get fresh insight into improving the work environment or their own leadership skills to retain those valued employees today--not after they have emotionally disconnected and stopped caring. Fair warning: Stay interviews are only as effective as people's willingness to demonstrate transparency. The whole premise is based on honest two-way conversations between manager and employee, where each side gets to listen, ask questions, and agree to follow up on ideas and action plans. Webroot Software, a 400-employee internet security company, implemented stay interviews right after a reduction in their work force.
The 5 Questions. 5 Signs Your Employees are Unhappy and How to Fix it. As a business owner, you probably want your employees to be happy.
Even if you aren't especially invested in their personal lives, you still want them to be happy, after all, happy employees are productive employees, which is good for business, which is good for the employees, so it's all win-win. With that said, sometimes, employees become unhappy in the workplace. But how do you know if your employees are unhappy? Most of them aren't going to come straight out and say it, but if you are paying attention, the signs are there. How a Culture of Silence Eats Away at Your Company. Most people think they will speak up when something negative happens at work, but few actually do.
Take these examples from a recent survey we did with managers and employees: The Science Of Gratitude And Why It’s Important In Your Workplace. This is the time of year when we focus on giving thanks, with many of us sharing our gratitude with friends and family.
Don't Quit Your Job If Your Boss Displays These 5 Awesome Habits. How to Nurture Your Superstar Employees - Focus on these three traits to help your top performers flourish—and stick around. Most organizations have employees who are solid performers; fewer organizations are astute—or lucky—enough to have superstars.
So how can you ensure that your organization gets the most out of those superstars? High-potential performers (or Hi-Pos) stand out due to their associative thinking skills—which help solve problems and drive innovation—their strong emotional awareness, and their incredible perseverance, according to Carter Cast, a clinical professor of innovation and entrepreneurship at the Kellogg School and former CEO of Walmart.com. Why Companies Overlook Great Internal Candidates.
While the days of retiring from one company after a 40-year career may be long gone, many believe that the pendulum seems to have swung far into the opposite direction.
In July, for example, voluntary turnover reached a level not seen since the pre-recession days of 2007, according to the Bureau of Labor Statistics. And the much-documented job hopping trend might seem to indicate that employees have left company loyalty in the rearview mirror.
7 Reasons the Best Employees Quit, Even When They Like Their Job. Losing a great employee is a terrible thing.
There's the expense of finding, onboarding, and training a replacement. There's the uncertainty of how a new employee will work out. There's the hardship on the rest of your staff until the position can be filled. Sometimes there's a solid reason--the person was a bad fit for the team, or moved away for personal reasons, or was offered an opportunity too great to pass up.
Five Unmistakable Signs You're Too Smart For Your Job. Because we are so oriented to seek safety and security and a stable paycheck, we can easily fall under a spell and stay at a job too long.
It can be hard to notice the signs that you are stagnating in your job. If you’re not learning new things all the time, you are slipping backwards, because time doesn’t stop. The only thing you will ever have to sell to a new employer or to your clients is your background — the experiences you’ve had, the judgment you’ve acquired and the stories you are in a position to tell. None of these things will grow unless you are growing in your job all the time! Many jobs start out as tremendous growth opportunities and then stall out. 3 powerful ways to praise employee progress. Why your IT organization needs A+ players now. My philosophy for IT talent management has always been to hire employees who are smarter, better, and faster than I am, and then set them up for success.
Don’t Coach Integrity Violations – Fire Them! 5 Reasons Companies Shouldn't Track Employee Hours. The Five Conversations Framework - From MindTools.com. An Alternative Approach to Appraisals © iStockphotoRrrainbow Invigorate your performance reviews with good conversation.
Imagine it's time for your team members' annual performance reviews. If You Want Your Employees to Stay, Maybe You Should Do This. We all hear about the revolving door of engineers and programmers constantly changing jobs in Silicon Valley and other tech hotspots. The exit interview cycle in these companies (if they give exit interviews) must be a truly frustrating process from a human resources point of view. As a result, more companies are starting to use “stay interviews” to retain employees.
The Ambition of a Human Based Company. The Ambition of a Human Based Company About a year ago, when James Orsini joined VaynerMedia as our Chief Integration Officer (CIO), he was amazed at how low our voluntary turnover rate was. “What are we doing?” The Top 9 Reasons Why Your Best Employees Quit (And How to Stop Them) 35 things you can do to keep your best employees from quitting. The Two Sides of Employee Engagement. Each year, companies are spending nearly three-quarters of a billion dollars in an effort to improve employee engagement — yet you’ll get wildly inconsistent answers if you ask managers what that means.
Academics, consultants, and leaders have been grappling with that question for decades. Their working definitions range from the simple (“discretionary effort”) to the mind-bending (“complex nomological network encompassing trait, state, and behavioral constructs”). Why More and More Companies Are Ditching Performance Ratings. A few years ago, I noticed around half a dozen courageous companies beginning experiments to remove ratings from their performance management systems. Companies such as Juniper and Adobe stopped giving people a one-to-five rating or evaluating employees on a “performance curve,” also known as the “forced ranking” approach. They were still differentiating performance in various ways, and still using a pay-for-performance approach, just not through a simple rating system.
By early 2015, around 30 large companies, representing over 1.5 million employees, were following a similar path. No longer defining performance by a single number, these companies were emphasizing ongoing, quality conversations between managers and their teams. At the NeuroLeadership Institute, we’ve been studying this trend closely since 2011. The idea of removing ratings drives many HR executives a little crazy because companies love to quantify and analyze almost everything. The changing nature of work. 4 Surefire Ways to Save Your Best People From Quitting. In big move, Accenture will get rid of annual performance reviews and rankings. An employee walks through Accenture's office space in Arlington, Va, on Aug. 28, 2013 ( Photograph by Jeffrey MacMillan ) As of September, one of the largest companies in the world will do all of its employees and managers an enormous favor: It will get rid of the annual performance review.
Accenture CEO Pierre Nanterme told The Washington Post that the professional services firm, which employs hundreds of thousands of workers in cities around the globe, has been quietly preparing for this “massive revolution” in its internal operations. “Imagine, for a company of 330,000 people, changing the performance management process—it’s huge,” Nanterme said. Reinventing Performance Management. At Deloitte we’re redesigning our performance management system. Forget-performance-reviews-create-a-culture-of-feedback-instead.
This question originally appeared on Quora: How should startups handle performance reviews? Answer by Auren Hoffman, LiveRamp CEO, started and sold 5 companies (and many more that failed), on Quora, The Art of Conducting a Great Employee Review. A Better Alternative to Performance Evaluations. Nine HR Policies That Drive Good People Away. Companies adopting employment brand to find & keep top talent. 5 Ways to Kill Employee Motivation. In The War On Talent, Use 'Stay Interviews' To Retain Great Employees.
Managing the “Invisibles” Idea in Brief. California Chrome: Why You Shouldn't Discount the Underdogs at Your Company. There's nothing more heartening than an underdog making good--even in the cut-throat world of entrepreneurship. That's precisely why the tale of California Chrome has the entire nation enthralled by a horse race. California Chrome's story starts out unexceptionally, as all cinderella stories do. His owners, small time investors, Steve Coburn and Perry Martin , purchased Chrome's mother for just $8,000--a drop in the bucket by champion horse standards. Yet despite this adversity, the thoroughbred has won both the Kentucky Derby in Louisville and the Preakness in Baltimore.
Retaining Talent In Times Of Change: 5 Tips For Hanging Onto Good People. Reid Hoffman takes on management in The Alliance.