To state the glaringly obvious: every candidate you hire becomes your employee. Now consider this: before they get a company email address and computer, before meeting with HR for paperwork, before the “first day lunch” with the team, the new employee has already experienced some aspects of what it’s like to work at your company. Continue reading “A Positive Employee Lifecycle Starts with Your Hiring Process”
Category: Best Practices
The most common factor that pushes employees out the door is their relationship (or lack thereof) with their manager. This is despite the fact that the employee may actually like their job or their company. It makes sense when you consider that an employee’s manager is their most frequent and important connection to your company. If the manager and employee don’t get along, then the employee’s options to improve the situation are limited, and it’s usually easier for them to throw in the towel and move on.
This situation places tremendous pressure on managers to maintain strong relationships with their employees while simultaneously getting their “real” job done (e.g., closing sales, completing projects on time). The pressure travels up to human resources representatives who are responsible for filling open positions, maintaining company engagement numbers, and frequently “keeping the peace” between managers and employees. Continue reading “Are Your Managers Setup for Failure?”