“If my company doesn’t grow me…If my manager doesn’t respect my values…If my company doesn’t share information…If there’s no opportunity for development here.”
If the organization isn’t taking these actions, employees notice. Employees today want more than survival. They expect meaningful work, growth and development, and respect for their differences. They expect to feel needed and appreciated. They expect competitive rewards, recognition and a say in what happens to them. They expect to feel valued and engaged.
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Even Google is worried about losing talent, despite perceptions that this economy is an employer’s market. Naturally, they’ve developed an algorithm.
Are you laying off talent, trying to hire for specific positions or hoping to just hang on to your best people during all the uncertainty? Or are you doing all three at once?
We’ve been listening to HR leaders and managers all over the country talking about their workforce challenges. Here’s another one:
How can we continue to send a message about engagement and retention while we lay good people off? It feels counter intuitive and I’m afraid the message will be met with cynicism.
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Are you laying off talent, trying to hire for specific positions or hoping to just hang on to your best people during all the uncertainty? Or are you doing all three at once?
We’ve been listening to HR leaders and managers all over the country talking about their workforce challenges. Here’s another one:
I can’t give them a raise, their bonuses or any perks for the foreseeable future. How can I hope to hang on to my top talent?
Continue reading » »
Are you laying off talent, trying to hire for specific positions or hoping to just hang on to your best people during all the uncertainty? Or are you doing all three at once?
We’ve been listening to HR leaders and managers all over the country talking about their workforce challenges. Here’s another one:
If even I don’t know what will happen in the future, how can I have conversations about loyalty and commitment?
Continue reading » »
