A Framework for Assessing Attrition Risk: Who Wants to Pack Up, and Why?
More than six in 10 employees say the pandemic left them longing for a big shift in their lives. Executive leaders must delve deeper if they hope to stanch the wave of resignations underway. For clarity, and to choose the right response, compare this professional decision to a personal choice: Leaving a job is like selling a house.
Employees Will Leave; Their Knowledge Doesn’t Have To
To prevent “brain drain” from impairing business operations, implement a program to capture and share information about processes, efficiency and relationships built up over time.
Steps to Work Through Staff Shortages
It’s imperative to plan for periods of worker shortage. Organizations must keep the business running and protect those who remain: 83% of employees say they are already working at, or over, capacity. Among our tips: “speed dating” for contingent workers, mechanisms to adjust priorities, staffing back up in stages.
4 Bold Ways to Disrupt Pay-Based Plays for Your Talent
You’ve no doubt noticed that aggressive competitors with open wallets are courting both your job candidates and your existing workforce. Failing to respond is a risky move. In the same way the pandemic forced organizations to overcome their hesitancy about remote work, the hypercompetitive labor market is prodding executive leaders to reconsider efforts they once dismissed and come up with new ways to stave off rivals.
To Solve the Recruiting Crisis, Make Hiring a Team Sport
Executive leaders must partner differently with recruiting to prioritize openings, expand talent pools and streamline the decision-making process.
4 Hard Questions to Ask About Your Company’s Fairness Strategy
Of the 3,500 employees we surveyed worldwide, only 18% said they work in a high-fairness environment, as measured by how they believe their employer handles various aspects of the employee experience, such as talent management, promotion and pay. This finding is deeply troubling. Those who see their experience as fair show up to 26% higher levels of performance and up to 27% higher levels of retention.