Employee Turnover: The Most Common Myths/Misconceptions

Employee Turnover: The Most Common Myths/Misconceptions

 

Retention Myths and FactsMost businesses think about employee turnover only after it becomes a problem.

Surveys report that as economic conditions continue to recover from the Great Recession more disengaged employees may seek to change jobs over the next year.

The Hay Group consultants say average employee turnover rates over may rise above 20 percent over the next five years.

Further, employees who receive enticing job offers say increasingly that they would accept them.

 

Some common misconceptions about turnover:

 

(1) All Turnover is Bad.

In fact, turnover can be harmful as when skillful, hard-working team players leave or helpful as when troublesome misfits move on and brighten their former coworkers’ day on their way out.

 

(2) Employees Usually Quit for More Money.

Although some job changers leave for more pay, salary or hourly rate is not necessarily the best indicator of employee willingness to jump ship. Often more reliable predictors are their relationships with managers or supervisors, promotion opportunities, or inability to learn new job skills or to deal with stresses. As often as not, the motivation to change jobs is something other than money.

 

(3) Managers Cannot Decrease Turnover.

Some business managers believe high turnover is an inevitable fact of life in their sectors, but the fact remains that some businesses in the same sectors have much lower turnover ratios than have others. Many if not most employees leave voluntarily because of unpleasant relationships with their supervisors or managers. Leadership and the culture it creates can retain employees or repulse them.

 

(4) Numbers Are Not Important.

Turnover rates must be considered in their contexts. Industry and geography can contribute to turnover ratios. A 30-percent fast-food or retail turnover rate in San Diego may be outstanding. A 10-percent aeronautical company rate in Seattle may be high. Turnover can be complex, and the reasons for it are significant for business planning purposes.

 

(5) Turnover Does Not Affect Profits.

Some business managers believe because turnover is inevitable they just have to learn to live with it as best they can. Generally, however, the lower the turnover rate, the more profitable is the business because long-term employee retention can build profitable relationships with customers. Conversely, popular employees also can draw customers with them away from the business when they leave.

 

Data from employee engagement opinion surveys consistently indicate job aspects that matter more to employees than how much they earn:

  • Good working relationships with supervisors
  • Opportunities to learn and grow
  • Meaningful work
  • Respect and appreciation
  • Recognition for contributions
  • Autonomy and authority
  • Flexibility in time and attendance

No doubt employers must pay fair market wages to attract and retain productive employees. Beyond pay, which managers typically do not control, many other variables are within their domain, so they may do well to consider certain suggestions:

 

(1) Hire Wisely.

Interview applicants with care not only for the right skills but also for cultural fits with team and organization. For best results, several people should interview applicants, preferably the same day, for multiple impressions of their prospects for success.

 

(2) Put Employees First.

Managers should recognize subordinates as unique contributors by offering some flexibly in schedules and allowing telecommutes, which can be productive and profitable timesavers, whenever appropriate. A bonus or compensatory time off as a reward for extra effort on extensive projects always builds morale. Managers should have daily contact with their team members as visible, accessible, and approachable.

 

(3) Keep Employees Informed.

Employees never complain about receiving too much information, so managers should talk often about what’s going well and about the organization’s goals and challenges. Communications can be by e-mails, formal and informal meetings, and one-on-one conversations.

 

(4) Training Opportunities.

When business managers provide employee training, the organization gets personnel more knowledgeable and efficient with better chances for advancements and promotions. Fewer feelings of stagnation and frustration make the workforce more engaged. Investment in training employees signals investment in their future in the organization.

 

(5) More Leadership and Less Management.

If, as some analysts say, employee trust in management is at an all-time low, managers can help rebuild it by being open to creative employee initiatives for improvements, by careful consideration of employee input about how to do the job better, handle customer complaints, or maximize efficiencies. Look for opportunities to recognize and praise efforts that add to team and organization success.

 

(6) Make Retention a Company Commitment.

Employee retention is important to team and organization success. Managers should ask disengaged employees what they like and dislike about their jobs and what they would change. Changes based on what they say are always good morale builders.

 

(7) Compensation and Benefits.

Top management at least annually should review compensation and benefit plans for competitiveness and adequacy for employee needs. The review should be of not only base and variable compensation but also long-term incentives and health and wellness benefits.

 

(8) Employee Opinion Survey.

Management needs to be aware of employee opinions on what works and what does not by getting a current picture of employee engagement and acting to address concerns. This proactive approach may prevent loss of the most talented in the organization.

 

EPIC™ employee opinion surveys give business managers a real-time picture of company climate and of staff happiness levels by developing in employees a willingness to answer weekly, seven-question, micro-surveys.

By keeping the surveys short, closed-ended, and frequent and by awarding prizes for regular participation, the program outreach has been as high as 73 percent of all employees.

This high frequency of highly reliable, first-hand information helps business managers take timely, effective action to remedy identified disengagement problems.

 

 

Why American Express is one of the 100 best companies to work for?

Why American Express is one of the 100 best companies to work for?

American ExpressIn 2014 the main mission of the company last year was to try that its nearly 4,000 workers in Mexico didn’t lose hope in their future against the uncertainty of the economic situation of the country and the rest of world. Labor happiness and to know how to motivate employees in an enterprise, is vital for its productivity.

 

The goal of the company was fulfilled thanks to informing the employees on both the external and internal situation of the company and the creation of a favorable working environment. In order to achieve this, they summoned several types of general meetings: annual with senior officials, monthly with vice-presidents and weekly with leaders and work teams.

 

Thanks to this strategy of creating a good work environment, the company has been placed as the number 1 in the ranking of “Top Companies 2014 (in the category of companies with more than 3000 employees)”, awarded every year by Expansion magazine.

 

According to this publication, American Express is one of those companies in which everyone wants to work for its excellent conditions to achieving professional success: excellent human resources policies, and excellent working environment in the different groups.

 

Reality cannot be changed, but to know what happens and to keep abreast of events helps to focus and define objectives. Once those objectives are defined, they’re able to create hope.

 

American Express is going through good times and despite this, the Human Resources team works to maintain the organization’s work environment high, by taking on three vital actions:

 

  • Flexibility in decision-making
  • Online training
  • Support networks programs

 

Although the atmosphere of economic uncertainty in the country, with some economic reforms approved and others on their way, is not the most suitable at present, this has not been an obstacle to proceed with the planned programs or investments to better train the employees.

 

More than half of the 2014 Super Transnational Companies have maintained their budgets for HR, but only 3 in 10 of them have increased them over last year. American Express is one of them.

 

In AmEx, investment for the training of employees has not been cut down for the short term. 

 

Digital age

The company has changed its traditional training strategies for digital support. The aim is to increase the number of employees having this type of training in order to  measure results in a better way.

 

In Mexico, the company’s employees have access to the digital library that has many curricula, which they can use from their computers. At present, all employees must cover 40 hours of training annually.

The main advantages of this are  accessibility and savings.

 

AmEx has also unified training

Currently leadership programs for the sectors of Travel Sales and Corporate Sales  are the same, as it is considered that the essence and purpose of background were similar.

 

Happy workers

The company maintains its health programs so that employees will know periodically their cholesterol, triglycerides, muscle mass, or sugar levels. Guidelines are given for maintaining ideal weight or reduce stress levels with medical and nutrition consultations.

 

They have also strengthened support for the gay community, single parents and minorities.

 

Finally, annual seminars are organized with the attendance of employees to discuss issues of interest to the group, or breakfast and meetings in which the CEO is present.

 

If you want to have a workplace climate similar to American Express’ you need to be able to measure it and find out what areas need work.

EPIC, Employee Perceived Image of the Company® allows you to see, in real time, how your team members perceive your company and their co-workers.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

 

How does a bad boss destroy team motivation

What Are The Top Ten Signs Of A Very Bad Boss?

Bad boss kills employee engagementIf you have ever had the unfortunate experience of working in an office that is ruled by the incompetent whims of a very bad boss, you’re sure to have plenty of negative memories of the ordeal.
During the time of your suffering, you watched helplessly as employee motivation went straight down the drain, affecting not only the quality of their work but the productivity and profitability of the company you all worked for.
It was not a pretty sight and, to make things worse, it was a pass that things need never have come to in the first place.

What Are The Ten Dead Giveaways Of A Bad Office Supervisor?

  • 1. Micromanagement.A boss that cannot allow their employees to simply do the tasks assigned to them without butting their head in at every step of the process is a sure drain onemployee motivation. After all, what’s the point of even doing the job correctly when it’s sure to be picked apart and criticized?

 

  • 2. Refusal to delegate tasks.As a direct consequence of micromanagement, the refusal of a boss to allow their employees to handle certain tasks for them will result in missed deadlines and shoddy work, which the boss will, more often than not, blame directly on their employees rather than their own impatience and incompetence.

 

  • 3. Picking favorites among your employees.One of the surest ways to destroy employee happiness is for a boss to pick favorites among their employees. You may have seen bosses hand plum assignment and rewards to their cronies, meanwhile ignoring far more qualified and professional workers. Playing favorites is a sure fire destroyer of employee engagement.

 

  • 4. Turning certain employees into scapegoats.You may have also seen bosses that turn certain employees into scapegoats who get the blame for every mishap that occurs in the office, many of which are obviously due to the boss’s own incompetence. This is one of the fastest ways to breed dissension, backstabbing, and open warfare in a business environment.

 

  • 5. Setting ill advised quotas and deadlines. Perhaps you’ve been the victim of several incidents wherein my position in the company has suffered severe setbacks because of irrational quotas for productivity, as well as deadlines for their delivery, that have been set by a boss who really had no clue what they were asking for.

 

  • 6. Wasting time with useless office meetings.Hauling employees into the boardroom to make them listen to endless harangues, or to set an increasingly irrational and ill advised policy, is yet another way to completely devastate employee happiness. If, despite the endless hours wasted in these meetings, nothing ever changes for the positive, why hold them in the first place?

 

  • 7. Dismissing Or Ridiculing Suggestions.Another textbook maneuver that is sure to kill employee engagement in the work place is to dismiss out of hand, or subject to ridicule, any suggestions or tips that they make. A boss that won’t listen to their employees, or actively discourages them from taking any part in the proceedings, is setting themselves up to fail grievously in terms of production. A disinterested office is a fatally unproductive one.

 

  • 8. Focusing On The Negative Instead Of The Positive.A kill joy boss that focuses on the negative, such as mistakes made or deadlines missed, instead of the positive, such as new levels of productivity over the long term, is a boss that will drain employee happiness from the office. A staff that feels under appreciated and compelled to reach arbitrary and ill defined standards is one that will lose motivation and interest in a hurry.

 

  • 9. Hyprocrisy And Outright Lying.You may well have unfortunately been on the receiving end of an outright lie concerning my possible reward for a deadline kept, or a quota exceeded. Perhaps you have been the witness of many hypocritical actions made by bosses who thought they were above the company rules by virtue of their position. Suffice it to say that this only proves the truth of the old saying, “Pride comes before a fall.” A boss that sets themselves up as superior to the law is one that is headed for a nasty surprise, even if they don’t manage to destroy employee motivation before they are exposed.

 

  • 10.Inappropriate Or Harassing Behavior.You may have watched bad bosses share jokes that ranged from mildly inappropriate to completely over the line, and have also witnessed my fair share of intimidating and harassing behavior. On a scale of one to ten, this sort of action is absolutely at the top of the meter when it comes to behavior that can completely destroy employee engagement. In fact, if not checked in time, it can result in years of costly lawsuits and terrible publicity for the company itself.

How To Turn A Toxic Office Environment Back Into A Healthy One?

When you’re dealing with the aftermath of a very toxic work place situation, you’ll need some help to get things back on track. This means that getting some outside help from a professional is necessary. EPIC™ by Clarity Wave is an excellent idea to help you get a grip on just what your employees really think about you, as well as the environment they have been working on.

If you’re a manager trying to restore order, as well a positive, productive atmosphere in a work place that has been shattered by a bad boss, the new EPIC™ software comes highly recommended in order to learn how to get your office back on track.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

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Why is Hyatt One of the 100 Best Companies to Work For?

Why is Hyatt one of the 100 best companies to work for?

 

Hyatt is one of the best companies to work forHyatt is one of the best companies in the world, thanks, among other factors, that it promotes the productivity of its employees.

One of the major factors of success of this company has been the fact that it has been able to adapt in each of its branches a mixture of art and decoration typical of each enclave thereby achieving unique places that perfectly reflect their lifestyle, the idiosyncrasies of the surroundings and the respect of its heritage. Along with all these factors, it emphasizes excellence through a high quality service that can only be achieved with happy employees and an excellent working environment.

 

another-top-100-recognition-hyatt-named-a-great-place-to-work-inEach Hyatt establishment  is unique and is specifically designed for the environment in which it is built. Every place in the world has its own peculiarities and therefore the Hyatt hotels adapt to them. The working environment in a company – specially when it comes to offering exclusive services – must be pleasant and relaxing, away from tension and conflict.

 

The future of the company appears extremely encouraging, with the ongoing construction of new hotels in different countries. The keys to success are:

 

  • Eagerness to providing a personalized service.
  • Continuous and permanent updating of its technology.
  • Innovative and unique design in its establishments.
  • Creating a pleasant working environment to ensure quality in customer service.

 

hy_p014_front_desk_woman_79502_medStrategies for giving quality service

 

The in-house personnel interacts with the guests through the service it provides. At Hyatt excellence is pursued, so in order to give a high quality service, the first step must be to keep the employees happy and motivated. The employee satisfaction results in a service of the highest quality and an optimal relationship with the guests.

 

The company offers the concept of “total quality” in service to their guests and customers through internal staff (receptionists, bellboys, maids, etc). The contact between staff and customers is daily and constant. The management of the company is well aware that its employees are the image of the company and therefore spares no resources to maintain or improve the working environment of the company. The training is as important as the happy employees in providing the best service.

 

Achieving excellence is done through a good program to improve the working environment:

 

Each employee receives a job description with the rules and regulations of the company. Each hotel has its own job description, although everyone responds to a series of standards that correspond to the philosophy of the company.

 

The ultimate goal is to achieve excellence through efficiency. To attain this, the staff has to work under the following conditions:

  • Pleasant working climate
  • Relaxed, comfortable and casual atmosphere
  • Good mood
  • Fair wages

 

Although a priori it may seem all too utopian, reality shows that creating strategies to improve organizational and work environment to work in a favorable atmosphere, leads to better results.

 

If you want to have a workplace climate similar to Hyatt’s you need to be able to measure it and find out what areas need work.

EPIC, Employee Perceived Image of the Company® allows you to see, in real time, how your team members perceive your company and their co-workers.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

 

 

10 Tips to Get Super Productive Meetings

10 tips to get super productive meetings

Productive meetingThe objective of the company, when convening to working meetings, is to encourage employee productivity of the company. However, many times, this objective is far from being achieved due to failures in the approach or because of the uncertainty of the issue in question. The result is that the meeting, rather than being a driving factor of productivity, becomes a waste of time.

 

Surveys show that regular attendees to working meetings see them as excessively long and unproductive. However meetings are essential for detecting the work environment and atmosphere, and essential so that productive businesses increase their competitiveness. The key is to make them more effective and efficient by creating strategies to improve the working environment of an enterprise and to know how to get employees more productive.

 

10 Tips to obtain productive meetings.

 

1.-Punctuality.

Although it may seem obvious, punctuality is a crucial factor in order to manage our work satisfactorily. The punctuality factor must be taken seriously, out of respect for the other employees, and out of respect for our work. Repeated tardiness reduces the effectiveness and adversely affects productivity.

 

2.- Preparation.

For a meeting to be successful, it must be prepared in advance. Duly inform attendees to come prepared with the necessary information. The meeting must be planned meticulously: Topics covered, assistants, conclusions and actions to be taken will have to be carefully stipulated.

 

3.- Convene only the people that are really necessary.

The more participants attending, the more the meeting will last. Also those who are not truly indispensable often do more harm than provide solutions.

 

4.- Establish and follow a plan.

Outline the meeting’s several key points (the ideal number would be 3) and stick to them, entrusting a person to speak and establishing a specific time  for each speaker.

 

5.-Purpose and reason for the meeting.

The organizers of the meeting must duly inform,at the beginning of the meeting, about the purpose of the meeting and of the topics to be discussed .The meeting must begin immediately, in a flexible and decisive way.

 

6.- Engage the attendees.

The meeting may become unbalanced if only a few assistants take the initiative, make proposals and participate in the discussion. Each of the attendees is present at the meeting because it is part of the group and must participate actively.

 

7.- Diagrams, charts and graphs.

“A picture is worth a thousand words”. The use of graphics, images and diverse visual aids, will streamline the meetings, help remember important points and represent a considerable savings of written pages and time.

 

8.- Schedule important but unrelated issues.

Sometimes it may happen that, during the course of the meeting, an issue arises that is not covered in the meeting. Rather than improvise and shift the focus, it is best to call for another meeting to treat it, and continue with the scheduled plan.

 

9.- Record which actions to take, the persons responsible for them, and dates.

To make the discussion productive, the decisions taken shall be transformed into action. At the end each meeting it is important to state, what actions to take, who is responsible for the same and time to fulfill it.

 

The meeting must be planned meticulously: the topics covered, diagnostic of the work environment, attendees, conclusions and actions to be taken will have to be carefully stipulated.

 

10.- Periodically check the effectiveness of the project meetings.

The first meetings are usually less effective because of the novelty. As the project progresses, they should become more effective. Regular meetings are used to measure the level of efficiency and to improve weaknesses.

 

Do you have productive meetings?

Do you know how your team members feel about the way your company communicates its goals, vision and mission throughout the year?

EPIC, Employee Perceived Image of the Company® allows you to see, in real time, how your team members perceive your company and their co-workers.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™

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Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

 

 

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