HR Leader’s Post

On a quest for employers who spent time focusing their HR policies on the needs of caregivers (both kids and adults) I was lucky enough to be introduced to Sara Blair, SPHR and Country Maid, Inc. I learned so much about how they truly support their employees and have been very intentional about focusing on a holistic approach to HR even in a small company. It reminded me of Harvard Business School's Hidden Workers reports specifically this one which focused on the case for caregivers. We often focus on the ROI in changing internal culture to be things like turnover costs or institutional knowledge staying in place but this study also mentions something I think is just as important: "The ability to attract talent more easily. Companies that invest in a caring culture are more likely to emerge as an employer of choice. They can tap into a deeper talent pool of caregivers who were historically reduced to hidden worker status. The reputation of a caring culture will not just attract workers employed elsewhere, but will also lure caregivers to return to the workforce or leave positions of underemployment." With a shortage of talent right now it is impossible to look away from individuals who are not in the labor force. Caregivers might be key to your talent pipeline strategy! https://lnkd.in/gA9aQvhx

https://lnkd.in/gBkSdRQM So many companies want to show their employees appreciation, but the greatest appreciation you can show them is paying them what they are worth. Failing to give raises that allow employees to live comfortable in a tough economy just forces good employees to leave in search of a higher paying job. We are seeing this happen in the current workforce, because that seems to be the only way to get a raise since too many employers refuse to see this trend. #employeeapprecation

Check this article out: "12 reasons good employees leave — and how to prevent it." Just imagine losing your top people!? It'll happen, and here's why. 1. Compensation that’s not competitive 2. Lack of engagement 3. No or unclear expectations 4. No sense of impact 5. Little or no top-level support for IT 6. Not enough flexibility 7. Management mishaps 8. No opportunities to grow 9. No cutting-edge tech or opportunities 10. No regular check-ins 11. Workplace loneliness 12. Burnout https://lnkd.in/enjU3Chz

While pay remains a key factor for job candidates, it’s clear that total rewards are gaining importance in today’s workforce. 📊 From benefits and work-life balance to professional development, candidates are looking at the full package when evaluating opportunities. 💼 It’s no longer just about the paycheck — employers must craft a comprehensive total rewards strategy to stay competitive in attracting and retaining top talent. How are you enhancing your total rewards offering? Read more on shifting priorities here: https://bit.ly/3XDkWj0 #TotalRewards #EmployeeExperience #CompensationStrategy #TalentAttraction #HRTrends #WorkplaceCulture #EmployeeRetention #FutureOfWork WorldatWork NFP, an Aon company

Did you know that nearly half of all workers are considering switching jobs this year? With the rising cost of living and a shifting economic landscape, employee retention is more critical than ever. Losing valuable employees can be costly, but there are proactive steps you can take. This week’s blog explores effective strategies to keep your top talent, including competitive compensation, personalized benefits, and fostering a positive work culture. https://lnkd.in/eWwimG3z #blog #careers #jobs #retention #competition #benefits

In the labor market, power currently rests in the employer's hands, but companies should still maintain engagement efforts. Their focus should be that when the labor market swings back in favor of employees, employees will be happy to stay with them. #LaborMarket #EmployeeEngagement

It was a pleasure to speak to WorkLife recently about the importance of culture and other aspects of the employee experience in attracting and retaining talent! Back in 2021, Gartner re-examined the employee value proposition and found that what employees want today is a "human deal". The value they get from work is not just the pay, benefits and perks they receive, but also the emotions that their employment creates: feelings of being valued, cared for or invested in the purpose of the organization. Today, employees are increasingly willing to value elements such as company culture, manager quality and flexibility over incremental pay differences; however, compensation overall remains the number one reason employees cite for chosing or leaving a job. A great culture, strong managers and flexibility can be a key differentiator when competing for top talent, but organizations can't lose sight of competitive compensation as they strive to offer a more human deal to their employees!

In the labor market, power currently rests in the employer's hands which can lead to disengagement, especially amid layoffs, economic uncertainty, and rescission of flexible work policies. Both employers and HR will need to navigate the right solutions to keep workers happy and engaged. #LaborMarket #EmployeeEngagement

Today’s article highlights a shift in the labor force’s mindset from “The Big Resignation” to “The Big Stay.” It notes a significant decrease in the quit rate over the past few months, with more employees choosing to stay put rather than seeking new opportunities. This change is attributed to three key strategies employers are implementing: Recognizing that employees have diverse motivations. Combining traditional rewards with meaningful cultural changes, such as recognition and additional perks. Reinvesting time and money into corporate culture to support employee engagement and career growth. I invite all Human Resource professionals to share their experiences. Is your company experiencing lower turnover? If so, what do you attribute to your success? Would you agree or disagree with this article? #employeeexperience #leadership #strategy

Traditional #salarypackages are no longer enough to retain talented professionals today. Instead, there’s a growing insistence on emotional fulfillment — a currency long overlooked in the employer-employee exchange. That can be anything from varying levels of #flexibility to a positive and inclusive culture where “psychological safety” is embedded, with strong well-being initiatives – the kind of intangible benefits that employers have sought to improve for years, to varying degrees. Now researchers are saying these need to become table stakes and a new term is being bandied around to encompass this evolved employee expectation: “emotional paycheck.” Here’s a more detailed look. In this piece by Hailey Mensik, we speak to Kayla Velnoskey, and Robin Erickson PhD.