The global demand for employees is notoriously high. While some employers offer flashy employee perks and competitive salaries to attract and retain top talent, these efforts might not be as effective as perviously thought. One survey revealed 73 percent of employees said they would not leaving their current employer for a job that offers trendy perks. When employers want the best, they simply have to think of talent like a competition.
When it came to hiring, the employer used to have the upper hand. However, with unemployment at a record low, there are now more job openings than candidates to fill them. Employers feel pressure to offer the most enticing combination of compensation, benefits, and company culture to attract (and retain) top talent. As a result, the candidate experience is more important than ever.
Make no mistake, the workplace is full of questionable situations. That’s what our new Ask HR mailbag series is all about.
Over the past month, we’ve asked for your burning HR, payroll, benefits questions. Simply put, you delivered. There must have been something in the air, because we received a flurry of questions related to personal habits and hygiene.
When presenting to your board, leadership team, or even workforce, it’s helpful to have one datapoint to sum up the overall sentiment of the company. Employee Net Promoter Score (eNPS) is an extremely helpful metric on overall employee engagement, but in order to drive it up, you need to know exactly what’s going on in the company.
Employee engagement can be a tough code to crack. With employees differing in age, tenure, and experience, it can be hard to know what programs and perks your office needs. Luckily, there’s no shortage of employee engagement strategies and no one knows your company as well as you. Here are five ideas to kickstart your employee engagement program and motivate your team:
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With the prevalence of technology, there is rarely an email, chat message, or notification that goes by unnoticed. Flexible scheduling and remote teams necessitate communications at all hours of the day and night. As a result, the traditional boundaries of being on and off the clock are much harder to decipher.
All-hands meetings start to look quite different as company headcount increases. What begins as five people huddled around a table turns into an auditorium of 350+ employees (not to mention the hundreds more joining remotely) in what seems like the blink of an eye.
As part of our HRreads book club, we read Then We Came to the End by Joshua Ferris. The dark yet humorous novel depicts a period of paranoia as a failing ad company faces employee layoffs. Though the novel reveals the anxiety and tension from the employee perspective, HR is all too familiar with the hazards and consequences of company downsizing.
This month, the HRreads book club has been reading Radical Candor by Kim Scott. The book shares a variety of personal stories and actionable tips to create a team that grows and succeeds together. While book club members have been sharing inspiration and insights from the book, we wanted to hear directly from author Kim Scott on how to build a team culture of radical candor.