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Employee Retention Tied to Career Development (#SHRMTalent)

I’m at the SHRM Talent Management Conference in Nashville this week. This morning I attended a session on improving employee retention by Linda Ginac at TalentGuard. Some of this is riffing on
Turnover is real
With average employee turnover by generation standing at 2 years (Millenials), 5 years (Gen X), and 7 years (Boomers), turnover is a real issue for organizations everywhere. According to a recent study, the average turnover in the US is 15% with just over 10% of that being voluntary/preventable.
So, what are you going to do about it?
[Related: Check out this...

SHRM 2014 Talent Management Conference and Exposition: DAY 1 #SHRMTalent


SHRM 2014 Talent Management Conference and Exposition - Nashville, TN - April 28

Read all the great tweets from Day 1 of the SHRM Talent Management Conference and Exposition including general sessions with Marcus Buckingham and John Foley.





March Beyond Compliance


How much time does your company spend on compliance? At what cost?  The Washington Post reported that regulatory compliance costs business 87 million hours of paperwork, or the equivalent of a year’s work for some 43,000 full-time employees.  Wow! But what if we go beyond what was required?  What if we forgot, for just a moment about compliance and implemented policies, plans and practices that simply supported the recruitment and retention of a highly qualified workforce, active engagement of our employees? Refreshing, eh?  And what if that, in turn lead to corporate and economic growth and development, which...


Job Descriptions Remain a Weak Link in Hiring Process

Experts warn that many organizations’ job descriptions are so poorly written or out-of-date that they fail to attract top talent, exacerbate skills gaps, curb employee development and reduce retention of high-potential workers.
In crafting job descriptions, staffing professionals historically have focused on legal compliance and on laundry lists of skills and duties. In industries where hundreds of people might apply for every vacant position, some recruiters have found little reason to make job descriptions tight and bright.
But even with a sluggish job recovery, the war for top talent continues. Poorly crafted, overly wordy job descriptions are...

Small Companies Have Big Need for Talent Acquisition Technology

As many of you know, Brandon Hall Group launched its first annual Talent Acquisition Benchmark Survey at the start of the year. In the time since, I’ve been slicing and dicing the data – by levels of effectiveness, by industry, and most recently by company size.  Across the board, survey respondents indicated hiring better talent is their highest talent acquisition priority for 2014.

I have a lot of questions bouncing around in my mind, but as I get further and further into analysis of survey responses, I keep coming back to one: How? How do they plan to achieve...


#Nextchat: The Workplace Leadership Vacuum

A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of his actions and the integrity of his intent. —Douglas MacArthur

We’ve heard it over and over … again.  Employees don’t leave jobs, they leave bosses.   Employee satisfaction doesn’t necessarily depend on what we give our employees, but who

Countless surveys have revealed that workers want honest, responsible and selfless supervisors. They want people managers who possess high levels of character...


#Nextchat RECAP: Who's Responsible for Workplace Wellness?

On April 16, SHRM @WeKnowNext chatted with Robin Schooling (@RobinSchooling) about "Who's Responsible for Workplace Wellness?"

In case you missed it, here are all the informative tweets from the chat:





Are Gender Issues in the Workplace Still Maddening?

Last night was, according to @DonDraper_NY, the “beginning of the end.”  And, what a beginning it was.
Don remains on paid leave.  He visits Megan in California and then returns home to NY.
In his absence from the workplace, much of the focus was on Peggy and Joan.  Both worked incredibly hard on client retention and satisfaction but each was marginalized in ways that too many women still are today.
Joan fought hard to rescue a small but important account, Butler Footware. But instead of being thanked by the account executive, Ken Cosgrove, he told her...