Category Archives for Best Business Practices

How to Attract and Keep Talented Employees in a Tight Labor Market

With the unemployment rate at it’s lowest point in more than a decade, many companies are finding it a challenge to attract and keep skilled employees. A thriving jobs market means that employers need to up their game if they want their fair share of the talented workforce. Today, we’re discussing what that means and how companies can become an employer of choice when there are so many choices.

Why Does It Matter When Employees Leave?

The simple answer to this question is that staff turnover is costly. According to Right Management, a talent and career management group, it costs almost three times a worker’s salary to replace them. This cost factor may come as a surprise, but when you consider the cost of severance, recruitment, and lost productivity and opportunities, the price an organization pays soon adds up.

Why Do Workers Leave Their Jobs?

Lee Branham, the author of “Keeping the People,” notes that most employees leave their jobs not because of pay, but because of other factors. Branham states that there are seven main reasons why employees leave a company:
  1. Employees feel devalued and unrecognized
  2. Employees feel the job or workplace is not what they expected
  3. Employees feel stress from being overworked
  4. A mismatch between the job and person
  5. Too little coaching and feedback
  6. Too few growth and advancement opportunities
  7. A loss of trust and confidence in senior leaders

Branham’s research shows that a negative company culture is the main reason why employees look elsewhere for work. The best way to combat this is to work toward fostering positive employee relations and a better working environment.

How Can You Attract Talented Employees?

Nowadays it is more of a challenge for firms to attract talented employees because of growth in the jobs market. During the recession, jobs were hard to come by so businesses didn’t have to try too hard to attract skilled workers, but that has all changed. Firms need to look beyond health insurance, compensation and benefits as a means of attracting the best candidates. Companies now need to offer a career package that includes a career path, opportunities to develop new skills, a comfortable company culture and a better work/life balance.
In addition, a union-free company can attract some of the best talent by promoting its company values. Celebrate the benefits of being a union-free firm. Let job candidates know that you strive for positive employee relations and work hard to promote fairness and equality so that there would be no reason for your employees to seek union representation. With the right focus and a well-thought-out strategy, your company can become an employer of choice..

Once You Attract Talented Employees, How Can You Keep Them?

Start by developing a retention plan. Consider the main factors that contribute to employees leaving and look at what you can do to prevent it from happening. Also, find out why your workers were attracted to the job in the first place, as this might well be the thing that is keeping them there and you could use this information to attract future employees.

Another factor to consider is training opportunities. The chance to develop new skills, achieve goals and acquire a solid understanding of job requirements gives workers a sense of value. So, opportunities for personal growth mustn’t be overlooked.

And while loyalty to a company has long ago become a thing of the past, many of today’s younger top performers do consider corporate social responsibility a major factor in job satisfaction. Millennials want to have pride in their employer, and not only paying attention to your reputation but promoting the company’s values can help retain these workers.

5 HR Trends to Watch for in 2018

 

With the start of a new year, there are always countless predictions about what lies ahead. This is no exception when it comes to the world of Human Resources. While already an ever-changing field, be sure to watch for these transformative trends in the workplace in 2018:

1. Employee Experience

With an ever-increasing number of millennials entering the workforce, the employee experience is more important than ever. In 2018, many workplaces will shift their focus from employee engagement to the employee experience. Similar to the approach that customer service reps employ, HR professionals are already beginning to focus on creating a more engaging and enjoyable environment for their employees. As a result, it is likely that employer loyalty and overall morale will drastically improve in many companies.

2. Independent Contractors vs. Employees

Dubbed the “gig culture,” more people are enjoying the freedom that comes along with working on their own schedule. While the employee title certainly won’t be going anywhere in 2018, more employers will take advantage of hiring independent contractors for short-term projects or specialized tasks. This method proves beneficial to both parties as the independent contractor retains freedom from an employee title while the employer does not have to pay for a full-time employee.

3. Flexible Positions

In the past, position titles and duties were often clear and to the point. In 2018, these titles and duties will become less fixed. Instead, assignments and duties are likely to be given based on an employee’s strengths versus their official job title. This allows employers to get the most out of top talent while allowing employees more variety in experience and education in the workplace.

4. Work/Life Balance

Millennials are unlike the generations that have come before them in a number of ways, but the most crucial is their focus on maintaining a work/life balance. This is forcing many HR departments to reassess policies that they have in place. To meet the demand, companies are beginning to offer more flexible schedules, paternity leave and remote work opportunities in efforts to provide a better work/life balance .

5. Feedback in Real Time

Performance reviews have drastically decreased in popularity in the last five years. While many companies phased these reviews out in 2015, those who have not will likely do so in 2018. To replace these traditional and ineffective reviews, employers are instead offering real-time feedback to employees. This allows employees to understand their strengths and weaknesses and adjust accordingly as issues arise, instead of learning about it months later.

By staying on top of the emerging trends in the HR community, you can ensure that your workplace remains competitive and up-to-date in 2018 and in the future.

2018: Personalization Trends in HR

In consumer markets over the past few years, companies have faced a growing demand for customized experiences. This trend is now appearing with far greater frequency  in the realm of employee engagement, where human resources staff attempt to implement technology and changes in practice sensitive to individual workers’ talents, needs and preferences. Personalization of the employee experience can take many forms — from individually tailored learning platforms to employee choice of work spaces.

Personalized Learning

Forward-thinking companies are taking a personalized approach to employee engagement, development and training, adapting lessons, available offerings and learning experiences based on each employee’s learning style, competencies and retention. Personalized training allows targeting of areas in need of improvement, challenging the employee without overwhelming them and saving the company both time and money thanks to elimination of unnecessary training or training that employees don’t retain. Personalized learning, whether through provision of tailored content or the giving employees their choice of curated content according to their interests, increases motivation, engagement and retention.

Relevant Communications

Employee-facing self-service apps, chatbots and communications not only better engage staff through the provision of relevant information, but also help human resources departments better use resources. For example, one company developed an app that offers fast, personalized information on questions frequently directed to human resources staff related to vacation policy, benefits administration or basic processes, such as requesting time off.

Choice in Workspace

People excel in different work environments, and different environments are preferred for different work purposes. Workers are significantly more engaged at work when they have control over where and how they work. Human resources departments are beginning to collaborate with facilities and real estate departments within their organizations to design spaces that give employees choices of where to do their work based upon the activity they are working on, such as collaborative work with teams or tasks requiring a high degree of focus.

Want to tailor your communications to your unique workforce? Projections offers completely custom video production, websites and eLearning programs that engage workers and keep them productive. From concept to writing, shooting to post-production, create the message your employees need. Then, deploy your final product in in-person meetings, online, or even in-home with personal mailings.

 

11 Examples of How Great Social Media Sets Employers Apart

Forging meaningful connections via social media is a goal of most people. It’s not just individuals though; about 50 percent of large companies and 75 percent of small businesses use social media.

Here are a few examples of how companies excel in using social media:

  1. Best Buy’s Blue Shirt Nation (BSN): This is a community of Best Buy employees who share knowledge, best practices and ideas, regardless of their positions and even ages. Best Buy has successfully integrated this internal network with its employees’ lives and have used it to empower employees and engage them meaningfully.
  2. Zappos: Two-thirds of employees of this online shoe and clothing shop have a social media presence, where they are encouraged to freely connect online with customers. Besides that, the company fosters a culture that helps employees thrive and be happy. You can be sure that no employee of such a company would consider union organizing.
  3. Indium Corporation of America: This solder manufacturer has ten blogs and 15 bloggers. The company has been able to cultivate relationships that enhance not just customer satisfaction and brand loyalty but also employee satisfaction.
  4. Latham & Watkins LLP: The private social network of this large law firm is useful from recruitment to retirement as it contains relevant official and personal content.
  5. Starbucks: Although this popular coffeehouse chain has a social media team, it encourages its employees to share updates about the brand on their own social media accounts. Besides, it has an online community, MyStarbucksIdea, where customers and employees can suggest ideas to improve the Starbucks experience and see it happen. Such employers suck the wind out of the union-organizing sail!
  6. Giantnerd: This company sells equipment for outdoor activities like hiking, biking and snowboarding. They created a social network within their website. You can join it with just one click upon which you will receive a five-percent discount. If you click the Like button on the site or join its Facebook community, you get exclusive deals. Since adding the Like button, Giantnerd’s average order has increased by 50 percent.
  7. San Chez Bistro: This tapas bistro and restaurant uses social media to be in sync with its customers. You can use Twitter to reserve a seat, which is known as “tweet-ahead seating.” Once you tweet, the online hostess tweets back to confirm. They also use their Foursquare page to offer incentives to patrons.
  8. Hootsuite: This popular social media dashboard regularly posts its employees’ photos on Instagram. It tags the employee in the description. Acknowledging and applauding employees improve employee morale and can be a positive union-avoidance method.
  9. Marsh Inc.: When this global risk management and insurance broker wanted to teach finance to a group of employees, it approached its finance experts, who created a 27-part blog series that included both written content and videos taken using phones.
  10. Deloitte: The multinational professional services firm has an internal social network, D Street. Each employee gets a personal landing page at D Street, complete with a photo gallery, an “about me” section and a blog. D Street also has online communities where employees can interact with each other. You can be sure they don’t discuss union card signing there!
  11. Southwest Airlines: This major US airline gets its staff to share stories on its blog, Nuts About Southwest, and post things about the firm on social media. Its social media actions were much appreciated in July 2016, when a technical outage brought the company website and email system down and Southwest’s social media team worked nonstop to respond to frantic queries.

Companies use social media largely to increase brand awareness or as marketing and sales tools. However, it can also be an excellent way to engage your workers meaningfully.

An Ounce of Prevention: The Comprehensive HR Audit

HR Audit Guide

An internal HR audit has the same goal as any other audit: to scrutinize business operations to ensure best practices are in place and consistently applied. Of course, an HR audit is exclusively focused on HR practices, offering an opportunity to identify deficiencies in employment policies and their application, employment-related documentation, and compliance with relevant employment law. Proactively auditing HR practices is the most effective method of addressing small issues before they have a chance to take up time and money that would be better spent elsewhere.

If you haven’t conducted a full review within the last couple of years, let this guide serve as a wake-up call to making an audit part of your Engagement Plan for the coming year.

WHY DO AN AUDIT?

The job of a Human Resources, Employee Relations or Labor Relations professional is often reactive: investigating employee relations issues, responding to a compliance violation, or searching through poorly maintained records when a legal claim is made. However, it is far more satisfying to take a proactive approach and address small problems before they become major headaches. HR auditing sets businesses up for success, establishing basic HR practices. Audits systematically review whether and how policies are being applied, ensuring consistency among staff members and compliance with legal and regulatory requirements.

Other benefits of HR audits include:

• Company-wide adoption of best practices

• Identification of potential processes improvements

• Reduction of errors and employee complaints

• Proactive preparation for government investigations

• Reduced likelihood of fines for noncompliance with employment regulations

• Possible reduction in insurance expenses

• Improved utilization of legal budgets

• Increased buy-in from managers regarding HR policies and practices

• Reduced likelihood of successful union organizing

HR Audit Guide

STEP-BY-STEP GUIDE TO YOUR FIRST AUDIT

Launching an HR audit is a major endeavor, and it is important to secure the appropriate resources. These subject matter experts are particularly helpful:

Legal Counsel – The results of an audit can be discoverable in future legal proceedings. Consult legal counsel for advice on protecting the business.

Department Leaders – Enlisting the help of department leaders saves time. They can point you towards the relevant records and explain how policies are applied from day to day.

Once your team is assembled, outline the areas you will audit and develop a list of audit questions. Common inquiries for HR audits include the following…

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