One of my leadership coaching clients had a challenging week. A direct report filed a grievance against her that my client feels is completely unfounded.

Join us on June 3rd from 7:30 a.m. to 9:30 a.m. to network with 400+ CEOs and HR professionals as we recognize the following finalists for their passion and commitment to employee development.

An employee will remember their first day of work at a new job. They will remember if their new manager and team were eagerly awaiting their arrival with warm smiles. They will remember if their workspace was ready with an internet connection and ready phone line and even more so a welcome package on their desk; not just with typical HR paperwork, but maybe a company logo t-shirt, set of pens or coffee mug. The first day will set the tone for their new job. And the level of effort put forth by the employer to welcome their newest hire over the months to follow could possibly determine the length of their stay and their level of productivity. The area’s top employers recognize the trends associated with new hire orientation and employee retention and are adopting robust assimilation programs. These programs are targeted toward:

Best Practices: RIF Tips for Management Reductions in Force (RIF) usually come at a time when companies can least afford distraction. Operations become significantly harder as you work through the process of notifying workers, supporting current employees, and finding ways to compensate for staffing changes throughout your organization. These changes will take a significant amount of management bandwidth and a thoughtful and well-implemented RIF strategy. Downsizing your workforce may be the most viable solution to counteract decreased revenues and difficult economic challenges, but should never be a "knee jerk" reaction. To ensure that your company will get through the process unscathed, we've compiled a set of Best Practices and Considerations in Conducting a RIF. These include: Get HR Involved at the Beginning Explore Alternatives to Layoffs Consider ALL the Stakeholders Mitigate Legal Risks Don't Focus Solely on the Short Term Tip One: Get HR Involved at the Beginning A successful workforce reduction process requires careful and early planning. Companies that get through the process with minimal difficulties utilize Human Resources as a trusted advisor. Work with your HR department today to develop systematic processes that identify company-wide, department, and individual criteria that will be used for the RIF.