Archive for June, 2016

Flex Your Company’s Muscles

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Many companies talk a good game about workplace flexibility, but many limit their use, or employees aren’t comfortable using the programs for fear that their careers will be in jeopardy. So, how can companies reap the benefits of workplace flexibility – increased retention and engagement, cost savings, reduced turnover – without experiencing the perceived downsides (productivity loss)? A Culture of Trust Providing a flexible work environment requires giving some control to your employees and dispelling the notion that employees must be seen in order for work to get done. A culture of trust is required (see our June 13th blog),…

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Let’s Be Flexible, Shall We?

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The world has changed drastically in the last decade, and in the same vein, so has the workplace.  From new technologies and work processes, to the increasing demands on employees, often a result of technology that has expanded the 9-to-5 workday into the 24/7 workday, how should employers respond?  Enter the flexible workplace. Progressive employers and savvy leaders recognize that their staff is the most important factor in their company’s success. And, in order to attract and retain these employees, you have to work with them to customize their experience by being flexible with their work hours and work location….

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Trust Me!

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According to a recent survey cited in SHRM Magazine, almost 1 in 3 employees don’t trust their employers. Is this really a surprise? Rising income equality, a continuous stream of corporate scandals, and social media connectedness provide a platform to share trust problems. Leaders should be very concerned about this, as many studies have also found that high-trust organizations achieve better financial performance. But, building trust takes time and simply saying “trust me,” doesn’t work. Trust must be built one behavior at a time, or any efforts to make changes will be met with skepticism and resistance. Here are some…

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Exit Interviews are Good; Stay Interviews are Better

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Many are familiar with the concept of exit interviews – departing employees discuss reasons leading to their departure – stay interviews are not as common. Stay interviews target your existing employees to understand why they stay at the company. The exit interview shouldn’t be abandoned; however, the stay interview is a powerful tool to add to your retention toolkit. Conducted by managers, as opposed to HR, stay interviews can help managers identify what uniquely motivates their employees, and this information can be used to increase employees’ engagement, development, and ultimately retention. Some argue that managers do not have the time;…

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