HR people need to be a detective in an exit interview

If you’re losing good people the most important thing you can do, as a company, is to conduct an in depth exit interview and to take action on what you find. However, too many HR people are afraid of the political ramifications of potentially “rocking the boat” and by failing to bring issues to management’s attention they are endangering your organization. Continue reading

There are no life preservers when you jump jobs

Jennifer was a smart, rising marketing product manager for a top consumer products company when she got an offer from a new brand to take over product promotional marketing.  Although she liked what she was doing, she was having trouble with the cost of living in the Boston area where she could only afford a very small studio apartment, so she took the offer and relocated to a small town in the Midwest. Continue reading

What does work owe you?

You put in a lot of time on your job.  You’re there early, and leave late and check email on the weekends.  Does your employer really owe you anything?  The sad answer is no.  However, smart employers realize that the way to recruit and keep talented people is to exceed their expectations and treat them as, well, people, not numbers on a balance sheet. Continue reading

Bad Hiring Decisions

Hiring the wrong person increases training costs, recruitment costs and severance costs (to name a few).  Inc.com says that turnover costs about 1.5 times the salary of the employee who needs to be replaced while the U.S. Department of Labor estimates that the average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings. Those costs increase the higher up in the organization the turnover occurs. Continue reading

3 HR mistakes that ruin tech companies

 

HR success is arguably the most important factor for fast-growing, high-tech companies. “It’s about the team that grows with the company,” writes Ron Miller. “If that’s not right, the nascent company probably won’t succeed.” Indeed, it is about the team, but it is also about more than that. With such rapid growth, the team’s constitution and makeup will change quickly and considerably. Continue reading

They’re Not Employees, They’re People

unknownTwo extraordinary changes have crept up on the business world without most of us paying much attention to them. First, a staggering number of people who work for organizations are no longer traditional employees of those organizations. And second, a growing number of businesses have outsourced employee relations; they no longer manage major aspects of their relationships with the people who are their formal employees. These trends are unlikely to reverse themselves anytime soon. In fact, they’ll probably accelerate. And they’re happening for some very good reasons, as we’ll see. Continue reading