The Benefits that Employees Want in 2013
There are social changes that have gone some way to negating the long term
We live in an age of conflicting economic portents, where various countries throughout the world hover between the margins of recession and minimal growth.
No country embodies these circumstances like the U.S., whose fortunes continue to fluctuate in line with global instability.
Take the national unemployment rate, for example, as although it continues to fall economists believe that this is primarily due to the creation of low paid and short term jobs.
As a result of this uncertainty and the paper thins foundations of the U.S. economic recovery, businesses are being forced to reduce costs and consolidate their existing operation.
While this may impact negatively on some aspects of their business, however, there are corresponding social changes that have gone some way to negating any long term decline.
In fact, forward thinking firms are well placed to attract and retain talent despite the economic condition, as employees are increasingly motivated by more than bottom line salary.
Click the read more button to discover more of what Lewis has to share…read more
Shrinking Workforce, Average Stay Now at 17 months, Skill Levels Requiring Employer Investment
Businesses are increasingly under stress to maintain key employees — what to do?
Current trends show that the average employee remains with one company for approximately 17 months before moving on.
When an employer weighs the options for retaining an employee or letting the individual go, the arguments in favor of getting the employee to stay may not be as obvious.
However, a recent study conducted by the Center for American Progress revealed that employers incur a cost of approximately 20% of an employee’s salary when the individual leaves.
Do the math and it’s clear to see that the cost of losing a $50,000-per-year employee can add up to a loss of $10,000 for the employer.
Various considerations can help employers maintain current talent, while saving them the time, effort, and money involved in dealing with a high rate of turnovers.
Click the read more button to discover more of what Mary has to say on retaining talent…read more
Being a Referee May Be a Necessary Step of Your Management
Key is learning how to step-in with out stepping-in the middle
One of the most difficult parts of business management is mediating conflicts between employees.
Calming things down, repairing relations, and reinstating the status quo is complicated.
Click the read more button to discover some things you can do to help things along as shared by Erin Steiner…read more
Employee Morale Can Make or Break Your Business
A diligent and trustworthy employee is difficult to find.
Not only are diligent and trustworthy employees hard to find, they’re difficult to keep as well.
One of the key reasons for their exit?
When an excellent employee suddenly leaves a company, or steadily declines in his or her quality of work, then low morale is usually the issue.
Employee morale is the ability of the employees to successfully perform and complete tasks based on their discipline, confidence, happiness, and teamwork.
Keeping employee morale high can increase your business’s productivity and revenue.
Click the read more button to discover 4 ways that morale can affect your business as well as some tips to boost employee morale…read more
Microsoft, Apple, Ford Motor Co., GE, and Intel were 5 of the most profitable companies (excluding banks and oil outfits) in 2012, according to CNN Money.
It is no coincidence that all the aforementioned companies are also featured on the CareerBliss 50 Happiest Companies list for 2013.
Business owners must strike that delicate balance between getting the most out of their employees, while offering enough incentive to retain the talent that brings innovation and profit to the company.
Some of the more unconventional strategies may not be for every CEO, but the results are undeniable.
Click the read more button to discover more about unconventional incentive strategies…read more
Employee absence costs businesses billions in revenue every year and remains one of the biggest concerns for Senior Management and Human Resources. It not only costs in terms of sick pay, but also in lost productivity. Additionally, it can affect morale when colleagues have no choice but to ‘pick up the slack’. Designing and Implementing an effective Absence Management programme may go a long way in providing a better environment for all. Guest blogger Finley Talbot provides some suggestions…read more
This article is from guest blogger Jason Lancaster, a relocation professional and writer. Employee relocation policies can vary widely from company to company based on large variety of different business practices. However, there are staple relocation benefits that all good policies share. Jason discusses many of these good-to-have relo benefits…read more