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 | Vol. 12 No. 48 - ISSN: 1533-3698 April 16, 2011 Dear People: Are you ready to quit your job? Are your employees? Now that some experts believe that the economy is improving, all of the dire predictions I've received over the past couple of years about employee turnover may come true, if you believe the pundits. Me, I'm not sure. These are the top 10 reasons why I'd recommend that an employee quit his or her job - and here, are five more reasons. But, before you decide to write your resignation letter (see samples), or accept a few from valued employees, consider taking these actions. Here are three thoughts. - Examine your compensation, both salary and benefits, to make sure that your employee compensation has not fallen behind the market during the past couple of years of frozen or lower wage increases. Especially for employees with scarce skills, compensation in this job market has advanced and your company may need to catch up to retain valued employees.
- If you subjected your employees to austerity measures and cancelled traditional perks, events, and motivational employee activities, consider gradually reinstating the missing opportunities. Perhaps you used to buy employees an occasional lunch. The lunch doesn't have to be elegant or cost a lot of money. Pizza is not expensive. Schedule brown bag lunches for employee development and engagement.
- Create some small wins with employee recognition. Write personal thank you notes. Award a $100 gift card for an exceptional employee contribution. Hold a quarterly performance development planning meeting that focuses on directions in which each employee would like to develop his or her skills and career.
You might find yourself re-energized and stem the tide of employee turnover - before it starts. Do you know that I write a new blog post every day? Check out the blog in the center column on my home page. Comments, questions, suggestions? Email Me. Please forward this newsletter, in its entirety, to your colleagues, coworkers and friends, because you want to add value to their work and lives. Regards and wishing you and yours the best this weekend, Susan | |
Encourage Employee Attendance; See a Sample Reprimand
You can manage employee attendance in such a way that you encourage employees to show up for work on time. Sometimes, just paying attention and structuring workplace policies to encourage attendance are all it takes. When your encouragement isn't working, though, you can use this sample employee reprimand for poor attendance to move the conversation to the next level. Here are five tips for managing absenteeism and encouraging employee attendance.
| Pitfalls to Avoid in Employee Recruiting
Want to know some of the pitfalls that are waiting to derail you in your employee recruitment efforts? Employee recruitment requires planning and proper execution to ensure that your organization ends up with well-qualified, committed, engaged employees. Recruitment has a number of potential roadblocks that can undermine your recruitment efforts. Here are common challenges you will experience.
| You Can Make Their Day: 10 Tips for the Leader
You can make their day or break their day. Your choice. No kidding. Other than the decisions individuals make on their own about liking their work, you are the most powerful factor in employee motivation and morale. As a manager or supervisor, your impact on employee motivation is immeasurable. By your words, your body language, and the expression on your face, as a manager, supervisor, or leader, you telegraph your opinion of their value to the people you employ.
| See a Sample HR Generalist Job Description
The Human Resources Generalist manages the day-to-day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures and programs. The HR Generalist carries out responsibilities in the following functional areas... See a sample HR Generalist job description.
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