The High Performance Organization

FW: Google Alert – employee retention

Posted on May 20, 2007 by ChartCourse

From: Google Alerts [mailto:googlealerts-noreply@google.com]
Sent: Monday, May 14, 2007 8:17 PM
To: greg@chartcourse.com
Subject: Google Alert – employee retention

Google News Alert for: employee retention

Employee Wellness Is Employee Motivation
About – News & Issues – New York,NY,USA
I am also a fan of wellness programs because I believe they are positive factors for employee motivation and retention. They have the potential to lower an …
See all stories on this topic

Employee-employer partnership changing
Ocala.com – Ocala,FL,USA
Recovery could dramatically increase the need for retention strategies if a better-than-expected recovery occurs. Human resource professionals must champion …
See all stories on this topic

Is Attrition Bad? Top HR Mangers Answer at Rai Foundation
Business Wire India (press release) – New Delhi,India
Employee retention and motivation is a tightrope walk for HR managers in today’s job swarmed market. Rai Foundation organized the conference “Retention …
See all stories on this topic

EdgeOhio Offers New Employee Engagement Course
PR Web (press release) – Ferndale,WA,USA
It also helps to greatly improve both employee motivation and retention by targeting individual attitudes, beliefs, expectations and behavior patterns in …
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Retaining Employees
Associated Construction Publications – Norcross,GA,USA
But by taking a proactive approach to developing an effective employee retention program, the anxiety of high turnover can be reduced. …
See all stories on this topic

Kenexa Research Institute Uncovers Contrasting Perceptions of US …
Web Services Journal – Montvale,NJ,USA
In contrast, the US workers were more favorable with employee benefits, a category in which there was a variance of 41 percentage points. …
See all stories on this topic

United States: Alternative Risk Financing: Non-Trading Options
Mondaq News Alerts (subcription) – London,UK
Known as alternative risk financing, these arrangements combine risk transfer and risk retention techniques with self-insurance to provide alternative (or …
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Small-biz employees value retirement plans, study says
InvestmentNews – New York,NY,USA
In talking to small-business owners about such plans, it is important to highlight the employee retention, or recruitment, benefits, Mr. Holtzman said. …
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E-mail checks at work increase
Frederick News Post (subscription) – Frederick,MD,USA
When it comes to retention of records, she said businesses are free to come up with a policy —but they must follow the policy completely. …
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Google Blogs Alert for: employee retention

A series of annual appointments as an educator may not result in …
By Harvey Randall, Esq.(Harvey Randall, Esq.)
Seniority is one of the critical elements in determining the retention of an employee in layoff situations. Such seniority, however, is a function of having tenure with the individual’s employer, as the Mohr case demonstrates. …
New York Public Personnel Law – http://publicpersonnellaw.blogspot.com/

5/12/07 Hour 2 – The Tim Knox Radio Show Instant Replay
By Tim Knox
This hour includes a discussion on employee perks and retention, the lack of customer service at Wal-Mart, and an overview of affiliate marketing. “The Tim Knox Show” features common sense business advice with a side order of fun! …
The Tim Knox Show – http://timknox.podOmatic.com

Swamp Sunrise
By Newsdesk
EMPLOYEE STOCK OWNERSHIP — The ESOP Association of America (the national trade association for companies with employee stock ownership plans) holds its 30th annual conference. Highlights: 7 pm The 16th Annual AACE Awards Banquet. …
The Swamp – http://newsblogs.chicagotribune.com/news_theswamp/

Mobile Marketing – Nokia – ShowPressRelease : Business mobility …
By Fabrice Jacquet
… making headway into organizations and more advanced applications and processes are mobilized, the reasons behind companies’ mobility adoption can vary from hard core ROI benefits to softer values such as employee retention. …
…… MOBILE ALLEY …… – http://mobilealley.wordpress.com

Google Web Alert for: employee retention

Focus – employee retention – CareerOne
Includes listings of jobs in Australia like accounting jobs, administration jobs, HR jobs, hospitality jobs, IT jobs, customer service jobs and many more …

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FW: [Employee Retention] FW: Google Alert – employee turnover

Posted on May 15, 2007 by ChartCourse

From: Greg Smith [mailto:greg@chartcourse.com]
Sent: Tuesday, May 15, 2007 1:46 AM
To: greg@chartcourse.com
Subject: [Employee Retention] FW: Google Alert – employee turnover

From: Google Alerts [mailto:googlealerts-noreply@google.com]
Sent: Tuesday, May 15, 2007 1:32 AM
To: greg@chartcourse.com
Subject: Google Alert – employee turnover

Google News Alert for: employee turnover

Top Restaurants Implement Kronos ® Solutions to Deliver Ultimate …
QSR magazine – Durham,NC,USA
Talent management solutions not only impact the end customer experience but also tackle recurring industry problems such as employee turnover by eliminating …
See all stories on this topic

What to Make of Shake n Shake?
Motley Fool – USA
The recently published annual report touts a reduction in employee turnover last year. While this is important in the restaurant business, Steak n Shake …
See all stories on this topic

Zero Employee Turnover At Casinos Is Not Desirable Because New …
Emediawire (press release) – Ferndale,WA,USA
Casinos struggling to reduce their employee turnover should keep in mind that zero turnover is probably impossible and not particularly desirable. …
See all stories on this topic

Research Shows That the Cost of Replacing A Departing Casino …
Emediawire (press release) – Ferndale,WA,USA
Employee turnover is so deep rooted in the casino industry that one major university has identified five areas associated with the cost of replacing a …
See all stories on this topic

Morale booster: Making employees part of the team
American Medical News (subscription) – USA
Experts say Spring Road and other practices are right to pay such close attention to employee morale. Poor morale can lead to high employee turnover, …
See all stories on this topic

Google Blogs Alert for: employee turnover

Q&A with Tata Consultancy Services
By Alan Zeichick(Alan Zeichick)
There’sa lot of turnover for the first few years after an employee is hired, but once someone has been onboard for seven or eight years, they’re like to stay at TCS. What about wage inflation, which is running at 12-15 percent in India …
Z Trek: The Alan Zeichick Weblog – http://ztrek.blogspot.com/

Assessing Cultures Before A Merger or Acquisition
By Velvet Hammer
But he (Debes) acknowledges that employee turnover, at 18 percent, has been higher than he had wanted, and above the 12 to 15 percent that is average for the information technology industry. Acquisitions are often made by first by …
The Hire Sense – http://selectmetrix.com/blogs

Say Yes To Corporate Alumni
By admin
By Mike Myatt, Chief Strategy Officer, N2growth No company is immune to the perils of employee turnover. But what if I told you that there was a way to recoup some of the investments made into former employees? …
mike myatt, n2growth, CEO Blogs,… – http://www.n2growth.com/blog

Chain Reaction
By ccoffman
Whether they listen or not is another issue, but if employee turnover happens too much or too fast they will need to change policies. Or, look for another job. I know that is not easy, but it is an option. …
octoberland – http://www.octoberland.com

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—
Posted By Greg Smith to Employee Retention at 5/14/2007 10:43:00 PM

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FW: [Chart Your Course International] FW: Google Alert – employee turnover

Posted on May 15, 2007 by ChartCourse

From: Greg Smith [mailto:greg@chartcourse.com]
Sent: Tuesday, May 15, 2007 1:39 AM
To: greg@chartcourse.com
Subject: [Chart Your Course International] FW: Google Alert – employee turnover

From: Google Alerts [mailto:googlealerts-noreply@google.com]
Sent: Tuesday, May 15, 2007 1:32 AM
To: greg@chartcourse.com
Subject: Google Alert – employee turnover

Google News Alert for: employee turnover

Google Blogs Alert for: employee turnover

This as-it-happens Google Alert is brought to you by Google.

Remove this alert.
Create another alert.
Manage your alerts.

—
Posted By Greg Smith to Chart Your Course International at 5/15/2007 01:43:00 AM

Posted in Uncategorized | 1 Comment

FW: Google Alert – employee turnover

Posted on May 15, 2007 by ChartCourse

From: Google Alerts [mailto:googlealerts-noreply@google.com]
Sent: Tuesday, May 15, 2007 1:32 AM
To: greg@chartcourse.com
Subject: Google Alert – employee turnover

Google News Alert for: employee turnover

Google Blogs Alert for: employee turnover

This as-it-happens Google Alert is brought to you by Google.

Remove this alert.
Create another alert.
Manage your alerts.

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Question from Greg Smith

Posted on May 11, 2007 by ChartCourse

Hello,

Happy Friday to you.

I have a new article on employee retention coming out in the next week or two as well as a press release on the same topic. This coincides with the release of my new book, 401 Proven Ways to Retain Your Best Employees.

Can I send the article and press release to you?

Best,

Greg

==========================
Gregory P. Smith
President
Chart Your Course International

"We show managers how to create high performance
organizations that attract, keep, and motivate their workforce"

Author of:
401 Proven Ways to Retain Your Best Employees.

www.401ProvenWays.com

Phone: (770) 860-9464
http://www.ChartCourse.com
http://www.HighRetention.com
http://www.BehaviorProfile.com

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Good Employee Interviews Lead to Hiring the Right People — Top Talent

Posted on February 28, 2007 by ChartCourse

Today, business success is measured in TALENT the RIGHT talent for the RIGHT job. Jim Collins said in his book, From Good to Great, “People are not your most important asset. The right people are. Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” No matter what kind of business you are in, having the right people determines success or failure.

Having the wrong person is like putting a six hundred pound jockey on a racehorse. No matter how hard you push, you are not going to get that horse to go any faster. Consider the following story.

George was recruited from another company and just took over as your Sales Manager. He had never been a Sales Manager before, but he had impeccable credentials and his resume listed an impressive track record including great references. He was a likeable guy, sociable, and seemed like a perfect fit for the Sales Manager’s job.

However, after the first two months, sales started dropping. Two sales people whom George supervised quit. They complained he was not communicating and was slow in responding to their requests. George was the first one out the door each evening. Customers began complaining that no one was returning calls. What went wrong?

People are not cut out for every job. Past experience is not a predictor of future success. Putting the wrong person in a job is going to generate employee turnover, poor performance, missed business opportunities, lost sales, unhappy customers, and increased costs.

The Missing Piece of the Puzzle

Each job requires a unique set of motivations, competencies, and talents. To reiterate what Jim Collins said, “Get the right people in the right seat.” Obsolete hiring practices including poorly trained interviewers don’t help the situation. The reasons traditional hiring practices are not working include:

-Failure to detect motivational fit with job
-Applicants “exaggerate” to get a job
-Relying on past experience as an indicator of success
-Legal liability
-Most interviewers are not properly trained to interview applicants
-Hiring decisions made by intuition, not fact

Each person brings their own set of unique skills, talents, and competencies to the job. The trouble is most organizations fall short in matching the job with the individual. Businesses have not analyzed what it takes to be successful in each job. Just like George, he may have been a good sales person, but was a failure as a Sales Managers.

Consider one financial institution that reduced turnover in their CSR positions by 32% by benchmarking the personality traits and motivations of their most successful CSR’s. This saved them millions of dollars in turnover costs each year.

So what is the answer?

Businesses today face a shrinking talent pool. Employers are seeking better ways to accurately assess, develop, and retain top talent. Most people realize resumes and job applications cannot be trusted. Job interviewing is important, but has its limitations. More and more organizations are taking the next step.

If traditional hiring practices are not producing winners, you might consider taking the next step. Back in the late ’90s, only 5 percent of Fortune 500 companies used some type of assessment. Today, that figure has climbed to 65 percent. A year 2000 study by the American Management Association showed nearly half of 1,085 employers polled use at least one assessment in their interviewing process.

Not all assessments are the same. There are a variety of assessments to choose from. Some measure the honesty and integrity of the applicant. Other assessments measure sales skills and determine if the candidate will make a good salesperson. Another measures the ability to communicate and how well the person can connect with their team.

Hiring consultants can advise you on the best assessment and strategy for your situation. By implementing a structured hiring process coupled with assessments or profiles will increase your chances of finding the RIGHT person for the RIGHT Job.

Visit our employee selection assessments and pre employment tools

Posted in Employee Retention, Employee Selection, Talent Management | Comments Off

Flexible Work Arrangements Help Improve Job Satisfaction – Flexible Work Benefits

Posted on January 17, 2007 by ChartCourse

Balancing work and family has received a lot of attention over the years. There are several reasons for this. First, today’s workforce is increasingly diverse and demanding. Second, the workforce is shrinking. There are not enough skilled workers to fill all the jobs.

In this country skilled workers have options. It is important not to force workers to choose between work and family. Each year thousands of good people leave good jobs to take other positions that are more family friendly. This situation has fueled the dramatic rise of home-based and female-owned businesses.

A one size fits all approach no longer works. Employers must either accommodate the needs of their people or be faced with constant employee turnover and unhappy employees.

The cost of turnover is much more expensive than people realize. In the U.S. it costs between $7-17K to replace an hourly employee, upwards to $40,000 to replace a manager, and even more to replace an executive. In spite of the staggering cost, the majority of businesses do not have a formal retention program.

What makes one person happy can be the very thing that displeases another. That is why organizations must pay specific attention to the various needs each person may have and expect.

By creating a Flexible Work Arrangement (FWA), companies can keep good employees and not force them to sacrifice the diverse needs of their family life. An FWA will help them benefit personally and professionally, and the result will be people who are more loyal, committed, and productive.

FWAs offer options to employees who do not want or need a standard work schedule. A properly prepared FWA allows greater flexibility in balancing roles of work and home. It also can help prevent valuable employees from quitting and taking a less suitable position somewhere else. Most of the time a FWA involves fewer work hours and possibly a proportional reduction of pay and benefits.

A survey by Flexible Resources Inc. of more than 500 women seeking flexible work arrangements found 64 percent of them had either quit or were planning to quit due to the lack of work hour flexibility. What was alarming, 59 percent of these women never asked their employers to modify their work schedules because they assumed they would be denied or lose stature. Younger women are more assertive in seeking flexible work arrangements; 72 percent of women between the age of 25 and 35 were willing to request an FWA compared to only 30% of the women aged 36 to 45.

Among those who requested a Flexible Work Arrangement and were told no, reasons for the refusal ran the gamut in the following priority:

§       We cant give it to you and not the others (52%)
§       You will not be available to others (48%)
§       We have never done it before (24%)
§       You wont be as productive as when you work full time (8%)
§       Your job is not conducive to flexible hours (5%)
§       There is too much work to do (5%)
§       It wouldnt fit into a team atmosphere (5%)

But FWA’s have drawbacks. People feel physical presence equals more opportunity for promotions and advancement. Men are particularly vulnerable to the stigma if you are not at work full-time, you are not competitive.

Several years ago Working Mother magazine recognized the innovative work/life programs provided by the Bank of America. Its “Child Care Plus” program pays eligible workers an additional amount of money each week per child for employees earning less than $30,000 a year. After learning turnover for participants was about half that of the peer group not participating, BofA expanded the program to include workers with family incomes of $60,000 and also began to allow workers two paid hours a week to work in their childrens schools. Finally, they added money for college. Bank of America gives $2,000 a year for employees enrolled in undergraduate classes and $4,000 for graduate study. As a result, they were able to reduce turnover by 50 percent.