Right now, there’s a lot of media buzz about the so-called Great Resignation. It’s true that more employees than ever are considering jumping ship in the wake of the pandemic, and quit rates are higher than ever. But staff retention has always been one of the biggest issues in HR, especially when dealing with your most talented stars. To hang onto these valuable team members, you have to understand the many reasons that employees leave an organization.
Shortly after President Biden assumed office, he announced that “closing the gender pay gap is more than just an economic imperative — it’s a moral imperative as well.” The Biden administration approached this priority by backing the Paycheck Fairness Act, a bill that would create new regulations in support of pay equity.
As the world starts to think about life after the pandemic, leaders now face a new crisis, known as The Great Resignation. Quit rates are surging in most industries as people walk away from their old routines to seek out new opportunities and a better work-life balance. If you’re worried that your best talent might be about to join this mass walk-out, then it’s time to deploy an underused staff retention technique: the stay interview.
As an HR consulting and outsourcing firm, we often hear from business leaders who want to get more out of their HR function. We find that the biggest opportunity is the chance to redefine and reset the expectations that HR’s role doesn't have to be solely administrative. With the right professionals and leadership, HR can be a function that strategically defines how the organization’s goals will be achieved through its talent. Read below to discover how HR activities support the organizational strategy.
Acknowledgement and appreciation of employees is essential for a more positive, productive, and profitable organization. Over the years, there has been more and more evidence and data that links employee appreciation with customer satisfaction, and organizational growth.