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Exit Interview and Employee Retention Briefings - 2 format: 1 column 2 columnsAbstract briefings of the latest employee retention, employee turnover, and exit interview best practices. |  | 
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11. Older Workers More Open to Change [Industrial and Organizational Psychology] Friday 03/11/05 3:10 PM A study at the Louisiana State University contradicts the common belief that older workers are more resistant to change. The study found that older workers are more supportive of workplace changes and willing to work harder to learn the new systems than their younger counterparts. Studies have shown that older workers do take longer to pick up new ideas and changes. What this study found is that the older workers are more committed to the organization so when changes are good for the company, they put more energy into adapting to the changes. According to the Bureau of Labor Statistics, within 5 years more than 20% of the workforce will be over 55 years of age. To better retain this growing population of valuable older workers, organizations can implement training to help keep the employees technically current. The study has shown that the older workers are willing and eager to make the effort and less likely to job hop.
13. Employee Motivation Tips from 5 Experts [Human Resource Magazine] Friday 02/04/05 6:54 PM Five experts weigh in on employee motivation strategies. The most prevalent theme: simple recognition for a job well done. Everyone agrees that employee motivation is not just good for the employees, but is also good for the company. Motivated employees stay longer and are more productive. Tips from the experts: 1. Determine your Goals. Motivate for specific goals and make sure those goals are in line with the company's goals. 2. Recognition. Keep it simple, keep it consistent, keep it fair. Praise your employees when they do good work. Make sure the praise is timely and make sure the praise is given by someone the recipient respects. 3. Find and Fix Demotivators. Employees are demotivated for specific reasons. Find out what the reasons are and remove or repair the causes. 4. Hire carefully and Train Carefully. If you want motivated employees, you need to hire motivated employees. You won't change an unmotivated employee into a motivated employee. So look for applicants that are punctual, caring, willing to go the extra mile, and that are self confident. The first month of a new hire's training is critical. That is when the employee learns what is acceptable and unacceptable regarding tardiness, dress code, interacting with coworkers, and the level of effort to put into his/her work. Managing this process of learning the norms of the company goes a long way towards keeping an employee productive and inspired. 5. Correct Injustice. Real or perceived injustice is a great demotivator. If it exists in your organization, address and repair immediately.
15. Top Jobs for 2005 [Fast Company] Wednesday 01/26/05 2:45 PM Fast Company describes the top 25 jobs for 2005 based on four criteria: job growth, salary potential, education level, and room for innovation and creativity. For each of the 25 top categories, Fast Company details what someone in the job does, why the job is hot and profiles a person in that job. If you are trying to decide what career to go into, these job descriptions may help. Here is the list of 25: 1. Personal finance adviser 2. Medical scientist 3. Computer software engineer 4. Chiropractor 5. Environmental engineer 6. Biochemist and biophysicist 7. Sales manager 8. Epidemiologist 9. Computer system analyst 10. Athlete 11. Agent and business manager 12. Marketing manager 13. Producer and director 14. Actor 15. Lawyer 16. Advertising manager 17. Management analyst 18. Postsecondary education admin 19. Financial manager 20. Actuary 21. Airline pilot 22. Geoscientist 23. Market research analyst 24. Securities sales agent 25. Medical services manager
17. Exit Interviews for Small Business [KansasCity] Thursday 01/20/05 4:02 PM What do you do when employees leave your company? Smart business owners will conduct exit interviews to find out why. If the employee is highly valued the business owner will also conduct a stay interview to find out what it would take to keep the employee. The information from an exit interview is valuable to a business. They can help the company discover and correct weaknesses. They should be standard practice to improve your business. A common assumption and misconception held by supervisors is that all employees leave for more money or a better opportunity. The real reasons may be very different. They can highlight issues you can and should address for your current employees. Addressing issues raised in exit interviews for your remaining staff can reduce future turnover. Many small businesses skip the annual performance reviews and even staff meetings. The exit interview may be the only chance for feedback from employees. Even marginal employees should be exit interviewed. They may just provide that one piece of information that is bothering every employee. Addressing these issues to retain the rest of your employees could give your business the critical edge over your competition.
19. Many Employees Prefer Time Off Over Salary Increase [MyWay] Wednesday 01/12/05 1:46 PM A new survey shows that 40% of employees prefer to have more time off rather than a higher salary. The survey was based on 4600 employees choosing more time off over a $5000.00 pay raise. The percentage choosing time off nearly doubled from two years ago.
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12. Study: Why Women Leave IT [University of Oklahoma] Friday 03/11/05 3:04 PM Women are leaving the Information Technology(IT) field. Women represent 46.6% of the US workforce. In 1996 women represented 41% of the IT workforce. In 2002 the ratio dropped to 35%. The study found that work family balance was a significant issue specifically for women in IT. Stress is the main culprit and it is caused by two conflicting sets of issues that interact negatively with each other. Family scheduling:
The nature of the IT industry:
One workplace change that tends to alleviate these issues is instituting a formal flextime policy. When there is a formal policy as opposed to an adhoc or continual renegotiation, the female worker feels more in control of the situation.
14. Employee Motivation Strategies from a Top Company [Detroit News] Thursday 02/03/05 5:04 PM Republic Bancorp was named the top small business to work for in 2005 by Fortune Magazine. They were also named number 3 on Fortune Magazine's overall list. The bank attributes their success to employee motivation. The bank is very generous in three areas: time off, training, and bonuses. It is paying off for them: In an industry where the turnover rate is 25%, their turnover is 13%. Not surprisingly, their employees are very happy. In their annual survey, 95% said they were very satisfied. Here are some of the strategies this financial services company uses to keep their employees motivated and happy.
16. Can Exit Interviews Make A Difference? [ExpressComputerOnline] Friday 01/21/05 4:43 PM Both voluntary and involuntary exit interviews can be used as a barometer to assess the attrition of the organization and determine the root causes. Attrition is generally higher at the lower level employee ranks but more damaging to the organization at the management and senior management levels. The purpose of exit interviews is to assess the health of the organization and to translate the results into action. There are three goals to the exit interview:
Gathering Feedback - The exit interview can be done orally or in written form. Be clear about the objective (to gather honest feedback). Put the employee at ease. Act as a facilitator, not as a defender of the company or its practices. Remain objective and avoid taking anything personally. Focus less on the reason for leaving and more on how to improve the organization. The interviewer can be an HR representative or a department head or other manager, but should never be the immediate supervisor of the employee. Convert To Ambassador - The employee may be leaving because of a grievance with the company, but if you provide a professional means for that employee to give feedback, their attitude towards the company will improve. You want to end positively so that the employee will be positive when talking or dealing with your organization in his/her future career path. Final Step: Translating the results into action - Correlate the results of your exit interviews with other exit interviews and employee satisfaction surveys. Analyze for trends over time. Feed these results into your HR strategy plan.
18. Applicants More Honest on Computer vs. Paper [BBC] Thursday 01/13/05 2:05 PM A study in London shows that job applicants lied more frequently on paper applications and were more honest filling out applicatons on computer. One theory to explain the difference is that people spend more time thinking when filling out paper forms. This extra time encourages creativity in their answers. The study is based on a survey of 172 people. The results are being presented to a British Psychological Society conference this week. More information on the BBC story here: [TheInquirer]
20. Achievement Boxes Share Good News [Recruitment & Retention] Friday 01/07/05 10:40 PM Using an Achievement Box could boost your organization's morale. An Achievement Box is a variation on the Suggestion Box with a positive spin. How it works: whenever something positive happens for your organization, write it down and put it in the box. At the end of each week read the contents of the box to the employees. Not only do employees get an emotional lift, they also are kept informed of company happenings. You can encourage your employees to add their own good news to the box by giving a small prize to one of the contributors each week.
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