When managers are asked about what makes employees a favourite, most will likely answer that they fancy individuals who are diligent, punctual, responsible, productive and other positive characters you could hear. While having top-performing people on team brings many advantages for the organisation, it should be noted that managers should not only focus on developing […]
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Date: 12th April 2019 at 21:02
Author: hrinasia – HR ASIA


A few weeks ago, we asked you the question “If you were to start looking for a new job today, what would be the number one reason?” The answer won’t be a surprise. 

I went back and checked your responses from 2018 and guess what, the turnover reasons rank exactly the same: 1) compensation and benefits, 2) opportunities for advancement, 3) supportive management, and 4) flexible work. The percentages did change.  

Compensation and benefits increased 11 points (from 24 percent last year)Opportunities for advancement increased a point (from 21 percent last year)Supportive management decreased a point (from 20 percent in 2018)Flexible work decreased 9 points (from 20 percent in 2018) Training and development was at the bottom and in the single digits both years. There could be a few reasons for this. I believe employees have really embraced the “own your career” mantra that became so popular during the Great Recession. As a result, training looks different. Training can take the form of MOOCs, books, blogs, webinars, etc. Many of these resources are free. 

From the survey results, I also noticed a few more things:

Flexible work is on the rise. I’m going to assume the year over year decrease in flexible work as a reason for turnover coincides with the increase in organizations offering it. I believe that companies are starting to realize with the increase in technology that they can offer this option, it doesn’t cost too much, and employees like it. It also keeps employees from choosing to freelance as a way to have a more flexible lifestyle. 

Speaking of freelancing, in this labor market, organizations do have to factor in the gig economy from two angles. First, employees looking for career advancement might choose freelancing as a way to have more control over their careers. And companies that don’t have much to offer in the way of career advancement might need to start looking at freelancers as a way to fill positions. While freelancing could cost more than an hourly employee, companies don’t have to pay benefits. Which leads us to the next point…

Compensation and benefits continue to be an the issue for workers. At some point, organizations will have to create competitive salary packages and benefits. If you want the best talent, it will be necessary. Not surprisingly, I’m starting to see an increasing number of organizations offering signing bonuses. 

Finally, management development still needs attention. While training was last on the list, that doesn’t mean organizations can stop doing it. One area that continues to be a cause of turnover is management. 

While this survey was only one question and there are many factors that go into turnover, there is one other interesting thing I’d like to point out. I didn’t ask the question “Why did you leave?” I asked the question “Why would you start looking?” They are two different questions. And for the past two years, employees have provided answers that they probably are very comfortable telling the company. 

In my experience, employees wouldn’t hesitate to tell me during an exit interview, “I’m making more money.” Or “I’m getting more responsibility.” On the other hand, employees were sometimes reluctant to say, “My boss is a jerk.” Because they didn’t want to burn a bridge.  See where I’m going with this? Employees are starting to look for new opportunities based on reasons that they are usually very open about – money and opportunities. Companies have the answer to turnover right in front of them. The question becomes are they going to do something about it?

P.S. Hey everyone! Just a quick note from behind the scenes. Mr. Bartender and I are celebrating our anniversary this month. We will be posting content, but do have a few things planned, so it may not be on our regular schedule. Thanks for reading and supporting HR Bartender! It means a lot to us.
The post Turnover 2019: Why Employees Leave [survey results] appeared first on hr bartender.
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Author: hrbartender
Date/time: 6th April 2019, 06:03

I can’t remember what event I was at, but I remember the comment, “Employees aren’t the same as customers.” It’s true, they aren’t the same. But today’s Time Well Spent from our friends at Kronos reminds us that, on some level, they do expect the same experiences. 

Technology is doing some wonderful things for the customer experience. I can make doctor appointments and see my lab results using an app. If my flight is delayed and I miss my connection, the Delta Airlines app will automatically rebook me on the next flight. It’s those little things that make life easier. And if individuals can get that experience in their personal lives, it could drive the employee experience and they will expect it in their work lives. 

Use technology strategically. There are times when “going old school” is fun. But there are moments when it demonstrates otherwise. Organizations do not want to appear to be “behind the times”. The goal of technology is to free us up from the mundane so we can focus on things that technology can’t do – like having team conversations or making business decisions.

Technology is definitely a part of the employee experience. Organizations use technology to run their operation. They use technology to source and hire the best talent. Employees expect technology to help them do their jobs. This includes everything from email to artificial intelligence and employee self-service. Employees can see how technology is helping them manage their personal lives and they want to know their employer is going to do the same.

Organizations don’t have to be early adopters for everything. Let me balance the push for organizations to adopt technology with a caveat. Companies do not have to adopt every single new piece of technology that comes to market. It’s perfectly okay to wait a while, see what others are saying, and test drive it before buying. The challenge comes when organizations take years to do that. 

While employees and customers are different, they are both essential to our business. And they expect a good employee experience with the company – both in terms of their face-to-face and technological interactions. 
The post Employee Experience Must Mirror the Customer Experience appeared first on hr bartender.
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Author: hrbartender
Date/time: 6th April 2019, 00:03


What do you think about having employees with autism? If you find one of candidates applying for job opening in your company turns out to be someone with autism, will you drop his candidacy immediately, or give him a chance? WebMD defines autism as “a complex neurobehavioral condition that includes impairments in social interaction and […]
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Date: 2nd April 2019 at 12:02
Author: hrinasia – HR ASIA