Is the traditional annual raise worth it? According to research from the Society for Human Resource Management (SHRM), the top 8% of workers saw an average of 4.8% base pay increase, versus only 0.9% (or less) for the lowest performing 9% of workers. But even a 5% raise isn’t necessarily much. The median household income
-> Continue reading Rethinking the Annual Pay Raise
Employees are the lifeblood of any company, and employee recruitment and retention is a perennial priority – and challenge – for employers nationwide. The process can be costly, however. According to Glassdoor.com, U.S. companies spend an average of $4,000 and 52 days to fill an open position. That squares with a finding from Randstad Sourceright’s 2016
-> Continue reading Tips for Attracting and Retaining Employees
The 2017 U.S. Workplace Bullying Survey from the Workplace Bullying Institute (WBI) reveals that a fifth (19%) of American workers are bullied, and another 19% witness it. Perhaps even worse is the fact that employer and coworker reactions can compound the situation: 71% of U.S. employers and 60% of coworkers react to the bullying in ways
-> Continue reading Three Strategies to Help Employers Address Workplace Bullying
We’ve previously written how employee appreciation is crucial to employee engagement, and recognition programs are one of the most common ways employers try to engage their people. But how do you make sure your employee appreciation efforts actually make employees feel appreciated? Genuinely care about your people. It helps if your appreciation program is rooted
-> Continue reading How to Make Employee Appreciation Meaningful
Many businesses have a mission statement posted on their website; some even write down specific values important to their business. But is it really meaningful or helpful to articulate a mission and core values for your organization? If all you’re going to do is post them on a plaque on the wall, then probably not.
-> Continue reading 3 Ways Company Values and Mission Statements Make an Impact
In our recent series on managing different kinds of workers – overachievers, under-performers, and everyone in between – we talked a lot about salaries. For one, we noted that it’s often appropriate to pay high performers more. That’s because top performers produce a disproportionate amount of the results for an organization (the top 5-8% of workers
-> Continue reading Compensation Strategy: Setting Rewarding AND Fair Rates
We previously wrote about the ills of presenteeism (when workers show up to work when they shouldn’t), but make no mistake: its twin, absenteeism, remains just as much of a problem – and perhaps an even more visible one. Here are 25 steps you can take to reduce absenteeism among your workforce. 1. Articulate and distribute attendance policies
-> Continue reading 5 Ways to Combat Absenteeism and Improve Your Bottom-Line
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