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Why We Decided to Offer Sabbaticals This Year

While we operate like a start-up, we actually celebrated TEN years at PerkSpot last year. With this longevity came a need to reward and challenge our employees who have been around for the long haul. That’s why this year PerkSpot decided to offer sabbaticals to our more tenured employees.
sabbaticals

What is a Sabbatical?

Sabbatical comes from the word “sabbath”, which means “rest”. A sabbatical is a paid leave granted to an employee after they have fulfilled a set number of years in service at their company. In our case, this begins with a two week paid leave after an employee has been with PerkSpot for three years and is increased to three weeks after five years.

 

What is the Purpose of a Sabbatical?

There are many reasons behind taking a sabbatical. In addition to giving employees some much needed time off, a sabbatical should also be focused on personal and professional development. Each employee is encouraged to spend the time away pursuing their “hopes and dreams”. Oftentimes we find ourselves so caught up in the daily grind, we forget about those bigger goals and aspirations we want to accomplish. This could mean perfecting your Spanish with lessons in Cuba or discovering artifacts on an archeological dig (yes, these are real PerkSpot sabbatical plans). While these experiences may not directly relate to our jobs, they can enrich our lives and in turn make us better individuals and employees.

 

Making the Most of a Sabbatical

If you’re considering taking a sabbatical or offering this option to your employees, here are a few things to consider:

1. Make It Challenging: A sabbatical can be relaxing, but it should also stretch you. It provides the perfect opportunity to get out of your comfort zone and discover something new. These are the moments where we truly grow. If you’ve never been outside the country, consider traveling for your break. Or if you’re a travel nut, maybe you decide to stay local and spend the time reflecting. Whatever you decide, just make sure it’s pushing you to greater heights.

2. Make It Relevant: While we’ve already said that a sabbatical doesn’t have to directly apply to your career, it should help you master new skills, improve upon existing ones, or provide an opportunity to improve relationships with clients, employers, or colleagues. Use this time to generate experiences that will help you in the future.

3. Make It Last: The experience shouldn’t stop when you get back to the office. Bring along a journal to document what you’re learning. You’ll be more likely to retain the information and have something to reference when looking back on your time spent away. If you’re not a writer, maybe document your experiences through photos. Your Instagram account will thank you.

 

We love to hear about our employees’ sabbatical plans. If you took a three week sabbatical, how would you use your time away?

Building Your Employer Brand

We’re all familiar with branding as it relates to marketing, but what about how it relates to recruitment? If you think about popular brands like Lyft, Southwest Airlines, and Starbucks, you probably have a good idea of what it’s like to work for these companies. That’s because they’ve integrated branding not only into their marketing strategy but their recruitment strategy as well.

 

An employment brand is the prospective candidates have of what it’s like to work for an organization. According to Glassdoor, 69% of Americans wouldn’t work for a company with a bad reputation, even if they were unemployed. This goes to show that reputation is everything, not just for consumers, but candidates as well.

building employer brand

Make your employer brand stand out with these 4 tips:

1. Focus on your audience.

First things first, consider the type of employee you’re looking to recruit. While diversity is important for an organization, there should be common denominators that unite your brand, such as creative thinking, innovation, and flexibility. While some thrive in a corporate setting, others may perform better in a more flex environment. Consider what makes your company unique and what unifies your current employees. Draw on your strengths to attract new talent.

2. Showcase “A Day In the Life”

When I was applying at PerkSpot, the job description really stuck out to me because it detailed what I could expect my first six months on the job. When candidates are looking for a new position, they need to be able to picture themselves on a day to day basis performing the tasks at hand. There are so many ways you can showcase what daily life is like at your company. From testimonials to videos to the job description, make sure you’re painting a picture for these prospects so they can visualize themselves working for your brand.

3. Incorporate leadership into the process.

A great way to build company culture and a strong employment brand is by getting the CEO and other executives involved in this process. When leadership takes ownership over the recruitment process and the message you are conveying to candidates, this can humanize the organization and build a stronger brand. In fact, according to Employer Branding International, this is one of the top factors in shaping a strong employment brand.

4. Make your message consistent.

If you’re working for a larger company, it can be difficult to create a consistent message across the board. Conduct employee surveys to gauge the current view employees have of your company. Incorporate the mission and values of the company into each department’s function. For example, if innovation is a core value, make sure every department from tech to marketing knows how this value is expressed in their job function. When everyone from the intern to the CEO can list your core values, you have a strong employer brand.

What are some ways you’re building your employer brand? What are the challenges you’ve seen? Let us know in the comments!

Wellness Initiatives for Every Company

It should be no surprise that among the top trends in human resources is improved wellness programs. An increased desire for a healthy lifestyle and more involvement from upper management has put wellness at the forefront of the human resources department.

Needless to say, we have work to do. In fact, the Flex + Strategy Group blog noted that 25% of employees do not have the option of a wellness/wellbeing program at their workplace. However, 20% said that although they do not participate in a corporate wellness program (either for lack of interest or opportunity), they still pursue wellness programs on their own. Evidence that there are either not enough or not appropriate opportunities available in the workplace. This paves the way for needed improvement.

Here are a few ways we see wellness programs advancing in the upcoming year:

Competition vs. Rewards for Wellness Initiatives

wellness initiatives

With the EEOC’s Final Rule on Employer Wellness Programs, we expect to see a decrease in the number of financial incentives for wellness programs and a trend towards more friendly competition in the workplace. 91% of employees said they would engage in healthier behaviors if they were rewarded, according to a survey from Welltok, which proves there is still a need to incentivize behavior. But with the rise in wearables and other technology, we can anticipate more Fitbit challenges and competitions in our future.

A Focus on Mental Health

wellness initiatives

Mental and behavioral health conditions cost employers around $104 billion each year, while only 41% of employees say their employer helps them meet mental health needs. As wellness programs become more holistic, we find a trend towards more engagement in the mental health realm.  Helping employees take control of their mental health not only improves retention but productivity as well. Whether it’s implementing more mindfulness practices or on-site counseling, there are many opportunities for employers to engage employees in this way.

Highlighting Financial Wellness

wellness initiatives

Many employers made the headlines last year for offering student loan repayment and tuition assistance. However, this is not financially viable for all companies. However, we do anticipate more education being provided around financial wellness for employees. According to Aon Hewitt, nearly 89% of employers plan on implementing tools to expand their financial health focus. The main reason? “To increase employee engagement”.  From budgeting classes to debt management, expect to see more financial education in the workplace this year.

How is your company improving wellness this year? What new programs are you implementing?

2017 HR Trends to Watch

2017 hr trends watch

As little as ten years ago Human Resources was primarily defined as the department in charge of payroll and benefits. Thanks to technology,  these more administrative functions have been automated, making room for more innovation and putting the focus on the “human” aspect of this department.

As we await for the ball drop and the ringing in of the new year, here are a few HR trends we can look forward to in 2017:

Recruitment

In 2016, 60% of job seekers reported a poor candidate experience and 72% of these candidates shared their experience via Glassdoor.com or other employer review services. Companies like Virgin Media are paving the way for an improved candidate experience. When Virgin discovered they were losing an average of $7 million in revenue due to weaknesses in their recruitment process, they began to analyze what they could do differently. They created a better candidate experience and in turn, improved ROI. We expect to see more of this in 2017 as employers seek to create a reformed experience for job-seekers.

The Gig Economy

The blended workforce is becoming increasingly more common in the modern workforce. With 93% of companies hiring freelance workers alongside full-time employees, we expect to see an even greater increase in 2017. In fact, a staffing industry report shared that total spending on the U.S. Gig Economy is close to $800 billion. With our economy becoming even more contingent on these workers, this presents new challenges for the HR professional as they seek to make these employees more of a focal point for employee engagement.

Generation Z

2017 marks the first year Generation Z will enter the workforce. These Centennials will bring a new culture with them. They are known for being more diverse, resilient and open than their Millennial counterparts.

While 37% of Centennials fear they will not find a job that fits their personality, this presents a new challenge for human resources professionals. They need to understand this new demographic and reach them with strategic and relevant content.

Retention

In CareerBuilder’s 2016 Candidate Behavior study, they report: “Although 76 percent of full-time, employed workers are either actively looking for a job or open to new opportunities, nearly half (48 percent) of employers can’t seem to find the workers they need to fill their job vacancies.” Employers also stated it takes anywhere from 26-34 days to fill an open position. We live in a world where time is money. Therefore, it’s certain more employers will take more measures to decrease the time and energy spent to find qualified candidates.

Wellness

In a study by Willis Towers Watson, 75% of U.S. employers state stress as their number one health and productivity issue. Unfortunately, employers and employees can’t seem to agree on its cause. Alleviating stress has become a top concern for many companies. The American Psychological Association, however, reports less than half of workers say their organization supports their well-being. In addition, one in three report chronic stress while on the job.  Evidence that we still have a long way to go in creating a more relaxed, stress-free environment in the workplace.

What are the trends you’re looking out for in 2017?

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Developing a Strong Internal Communications Strategy

human resources internal communications strategy

This week PerkSpot joined a panel discussion along with fellow HR experts hosted by the Illinois Technology Association. While the panel largely focused on employee perks, a natural side effect of the conversation revolved around communication.

HR professionals are in the business of people. And we all know nothing is more valuable in relationships than communication. You can have the best mission statement in the world, but if none of your employees know it… how valuable is it? What about that new perk you decided to roll out that no one is using? Why pay money for perks and benefits if no one is going to use it?

As you strive to promote culture in your organization, here are a few ways to develop a strong internal communications strategy:

Understanding Expectations

Before you can communicate well, you have to understand your audience and their expectations. Generational differences are among some of the great challenges organizations face in communicating effectively.  

When you develop your plan, ask these questions first:

  • What generation am I targeting with this message? Millennials, Baby Boomers, A combination? Consider gender, socioeconomic status, and any other factors that may come into play.
  • How does this audience prefer to receive information? Through technology or with a face-to-face meeting?
  • What does the audience already know about this offering? Have they requested this particular perk or is it totally new to them?

Packaging Communications

In the modern-day workplace everyone is a communicator. Whether that’s at the water cooler or in a formal conference room, the fact of the matter is that employees talk. While we can’t always ensure everything employees have to say is in favor of the company, we can play a role in how we disseminate the information in the first place.

One interesting perspective at the panel discussion came from the moderator, Laurence Marx, CEO and Co-founder of EmphasisHR, who likened a specific perk to Apple’s iPhone. So much of what made the iPhone such a phenomenon was the branding and marketing strategy they used to communicate all its added benefits. As we seek to circulate information among our companies, we can also recruit our marketing staff to help us package the perk in such a way that engages employees and provides a natural way for them to talk about it. As Marx stated on the panel, “put it in a cool wrapper”. Make your messaging as unique as the perk you’re offering.

Navigating Changes

Another issue arose as we talked around this idea of communications and HR. What do we do when we need to make a change to our current offering? For example, let’s say you’re developing a new benefits plan and you need to communicate the changes to your employees. Your goal is to make the information as clear as possible, while also addressing any concerns they may have with this new change. You should outline the new plan and how it aligns with your company’s overall goals. For example, maybe this new benefits plan offers a discount on gym memberships, which aligns your company’s wellness values as a whole.

Maybe you’re rolling out a new perk that employees have been requesting for a while, but you’re unsure of how effective this will be or how long it will be possible to sustain. Try setting the expectation ahead of time that this perk might not be permanent. “We’re trying this out for a year…” By communicating with honesty and transparency, you’re less likely to deal with disgruntledness down the line.

Reviving Constants

There are so many companies out there offering amazing incentives for their employees. In fact, some of these have been providing perks for over 10+ years. This brings us to our final question – How do we incentivize employees who are used to all the perks that their company has to offer?

This again goes back to the idea of your packaging. Make sure you’re not communicating with the same flier today that you were using in 1997. Find new ways to package the information to make sure it reaches employees in the right place and time.

Still not seeing results? Remember that all perks are not created equal. Evaluate your offerings to make sure they’re still relevant. Another great idea came from Margaret Hermes, Senior Manager of Benefits at Groupon who shared with the room that they’ve created Employee Resource Groups specifically focused on different demographics. They use these groups to gather information and make sure everyone’s voice is heard and valued.

In a recent survey, 36% of employees said they would give up $5,000 a year in salary to be happier at work.  By using these insights to develop a strong, clear communications strategy around our perks, we can increase employee happiness and in turn see a significant increase in ROI.

At PerkSpot we know that one size does not fit all when it comes to your total rewards package. That’s why with our clients we value personalization throughout every stage of the process. With over 500 diverse discounts and counting, there truly is something for everyone.

Evaluating the Performance Review

Whether you’re reading this as a manager or an employee, chances are you feel the same way: Performance Reviews are the absolute worst. In fact, a report by the Society for Human Resource Management dove into the success of performance management. Their findings showed that more than half (53%) of human resource professional grade their organization between a C+ and a B, another fifth (21%) chose a C, and a mere 2% gave their management an A.

performance review tips

A key to making performance reviews successful is ensuring this isn’t just happening once a year, but that you provide consistent, valuable feedback. In addition, the review should strike a balance between evaluating the past and setting goals for the future. These three components are essential to a healthy, successful performance review that both managers and employees can stand behind.

Consistent and Quantifiable Feedback

SHRM reported that 72% of performance appraisals were done on an annual basis. However, a study by Globoforce reported that 71% of employees prefer to receive feedback ASAP. While this doesn’t mean you should totally eliminate the annual performance review, it does mean you should find ways to provide ongoing feedback throughout the year. Perhaps this means tracking goals in a spreadsheet, or maybe it means writing down current projects and their outcomes every quarter. However the team functions, it’s important to track and record successes and failures and ensure you’re giving feedback immediately and not waiting until the end of the year.

Concrete Evaluation of Previous Performance

The most important thing to remember is that evaluating past performance does not mean focusing on the negative. Studies have shown that positivity has a major impact on work performance. In fact, psychologist Martin Seligman reports that Optimistic salespeople sold 37% more than their pessimist colleagues, who, on the other hand, were twice as likely to leave the company during their first year of employment. Take some time before you meet with the employee to evaluate which goals they’ve met and which you need to revisit. If you’ve been tracking these all along, this should be pretty straightforward. Encourage employees in the areas where they have been successful and challenge them in the areas where they struggled. You may be surprised at the results.

Clear Goal-Setting for the Future

A huge success factor for performance appraisals is tying the employee’s goals with the company’s mission and goals overall. According to Globoforce, 70% of employees say the point of performance reviews is to help them develop and grow. By tying their personal achievements to company successes, this helps to not only give them clarity around their responsibilities, but also increase motivation in the future. These goals should be SMART: specific, measurable, achievable, realistic and timely. Encourage employees to write down their goals and put them in a place where they will see them throughout the day. After all, goals are pointless if you forget what they are.

Need help getting started? Here are a few useful phrases to ramp up your performance reviews.

Promoting Mindfulness at Work

Mindfulness, as defined by Merriam-Webster,  is “the practice of maintaining a nonjudgmental state of heightened or complete awareness of one’s thoughts, emotions, or experiences on a moment-to-moment basis”.

promoting mindfulness at work

While the Eastern hemisphere has practiced mindfulness for years, the Western world is slowly coming around to the idea. Perhaps with the increase of technology and constant distraction, mindfulness is becoming more important as a practice. In fact, a recent report showed how schools have implemented mindfulness as a replacement for detention and the results have been staggering. We’re also seeing yoga and meditation rooms popping up in offices and airports all over the U.S.. What was once confined to monasteries is now flowing into our everyday lives.

Practicing mindfulness can change your perspective, your leadership, and your mind:

Mindfulness changes your perspective

A fascinating article by Psychology Today goes through the various ways that mindfulness molds the mind. From making us more empathetic and compassionate to decreasing fear and anxiety, mindfulness can truly change your point of view. Instead of fixating on the problems that surround you, mindfulness gives you the opportunity to clear your mind and think more positively. By stopping, breathing and focusing on more positive things, you can turn your whole day around.

Mindfulness makes you a better leader

To lead others well, it’s important to first take care of yourself. Maybe that’s why companies like Google, Ford, Target and Goldman Sachs have all initiated programs to promote mindfulness. As leaders sit down to empty their minds, they are able to make better decisions. Don’t just take our word for it. Mindfulness can help leaders de-stress and focus on the tasks at hand. And studies show that happier leaders, lead to happier employees. Want to engage your employees? Try mindfulness on for size.

Mindfulness is great for the mind

It’s no surprise that mindfulness also impacts our mind. Inside the brain is a region known as the hippocampus which is composed of grey matter that is essential for our functions of memory, learning, emotions, and motor skills. This grey matter is largely affected by our age, drug use, and even poverty. While all of these “stress factors” are known to reduce the amount of grey matter, practicing mindfulness has been proven to have the opposite effect. In a Harvard study, participants who engaged in an average of 27 minutes a day in meditation, showed an increase in grey matter in just eight weeks. Who knew getting smarter was so easy?  

Want to implement more mindfulness practices into your office? Here are five tips for where to start.

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Corporate Philanthropy: Serve a Good Cause, Make a Lasting Effect

Corporate philanthropy is “the act of a corporation or business promoting the welfare of others, generally via charitable donations of funds or time.”

Over the years, corporate giving and employee volunteering has provided tremendous value not only to businesses but to society as whole.

There are various ways your business can provide philanthropic efforts:

  • Company-wide service day
  • Corporate giving (everyone receives $X to give to the charity of their choice)
  • Volunteer competitions
  • Matching gift programs
  • Volunteer grants

corporate-philanthropy-impacts-employee-engagement

No matter what type of philanthropy you choose, here are a few ways giving back can increase employee retention and engagement:

Employees Learn Something New:

Looking for new and creative ways to develop your employees? This is it. Through volunteering, employees are provided opportunities to not only give back, but also learn something along the way. From improving their leadership skills to physically building a house, there are a variety of ways employees can serve their community and continue their professional development. By pushing them to give back, employees feel valued and trust that their employer is invested in their future.

Employees Feel Supported:

According to a Robert Half survey, 41% of employees are already volunteering in some capacity. In fact, many employers find that by either matching their existing donations or giving them the day off to participate in volunteer efforts they can show their support for activities and passions employees may already have. Consequently it’s an excellent way to see great talent doing great things.

Employees (Especially Millennials) Feel Good about Their Work:

The Millennial generation has a strong desire to make an impact in the world. Idealism? Maybe. But we can’t fault them for wanting to do meaningful work. For this reason, many companies are seeing employee engagement spike as they empower their employees to make a difference. In fact, one report states that over 90% of companies that participate in community involvement found positive correlations between volunteer participation and employee engagement.

Employees Bond with Each Other:

An obvious side effect of employees engaging in volunteer activities is that they learn to work together in a team. For many companies, cross-departmental cooperation doesn’t happen on a daily, weekly or even monthly basis. Volunteering can be a great time to learn how others in the company work and improve communication as a whole among departments.

Because we’re all about the perks, and corporate philanthropy is just one of many easy and inexpensive ways to engage and retain employees. Therefore by commissioning employees to give back, you’ll show them you’re invested in their well-being and their passions.

The Millennial American Dream

millennial american dream perkspot

The Millennial generation, lovers of Facebook, the selfie, and on-demand technology, view the world through a different lens. And when it comes to the idea of the American dream, this is no exception. Yes, a successful career, a loving family and financial security are still as desired by millennials as their predecessors. But their means of achieving these successes is changing quite a bit. In fact, they may think these achievements look entirely different than their parents did.

The Millennial Career Dream

While the Baby Boomers and Generation X sought to earn a good wage and advance in their career, millennials are diving a little deeper. Facing the tragedy of September 11th, increasing gun violence, and the War on Terror, this generation is seeking to make a change. No longer is a paycheck enough to keep them satisfied at their nine-to-five. More important to these echo-boomers is making a difference in the world around them and being happy with their work. Sounds simple, but like many things, a closer look proves satisfaction in the workplace is more complex than it appears.

The Huffington Post reports that 67 percent of millennials want to be entrepreneurs. This entrepreneurial spirit is ingrained in this generation, giving them a greater appreciation for independence and autonomy. To them, a successful career is defined by freedom and opportunity to grow and learn. This, however, is not in the traditional corner-office type of way. Job titles and fancy views aren’t enough to keep them satisfied. But give them a chance to learn something new and change the world, and you will discover what they can accomplish.

The Millennial Family Dream

The American dream, however, goes beyond just having a career. For many, this ideal also encompasses strong family values and creating a better life for the next generation. This is a far cry from the stereotyped “Me Generation” . But just because millennials aren’t having kids right now doesn’t mean they never will, says an article in Bloomberg.

PEW Research Center reported in 2013 that fewer than half of U.S. kids today live in a ‘traditional’ family. Because millennials have grown up in these non-traditional environments, many are waiting to start their families until they are emotionally and financially ready in order to provide a more stable and sustainable family environment. Which often means starting a family later in life. But, according to a Gallup survey, only 5% of Americans say they don’t want kids, up only 1% from 1990. So just because they aren’t married by 30, doesn’t mean they never get married. It just might take them a little longer than it did in the 70’s.

The Millennial Financial Dream

Another possible reason millennials are waiting to start a family is due to an increase in financial problems. While the “rags to riches” stories of generations past may be lost on these Americans, they are no strangers to financial hardship. Graduating in the middle of the recession, this generation has struggled to find jobs and, adding insult to injury, battled the weight of student loan debt. For that reason, financial security ranks high among the priorities of millennials. Not for the purpose of putting a car in the garage or buying that house with the white picket fence, but for many millennials the goal is financial freedom from the overwhelming debts.

Understanding how millennials view the world and their hopes for the future will provide insights into our workplaces and our homes. While the American Dream lives on in this generation, the methods and goals have changed quite a bit. One thing, however, will never change: the American Dream is what drives this country and will continue to do so for generations to come.

Retention Before Recruitment

retention before recruitment

According to JB Training Solutions, “91% of Millennials expect to stay in a job for less than 3 years”. And with Millennials making up the largest part of the workforce, we definitely have our work cut out for us when it comes to retaining these individuals. As younger employees begin switching jobs more frequently, the effects are costly and quite frankly, exhausting. In fact, a study by the SHRM foundation states finding a direct replacement for an employee can cost the company anywhere from 50% to 60% of the person’s annual salary. So let’s say you are looking to replace an executive earning $80,000. Finding a replacement could cost your company anywhere from $40,000 to $48,000, not to mention the loss of productivity in the meantime.
So how can we beat these odds and ensure our employees stick around for the long haul?

Employee retention begins before the very first interview.

The best way to keep employees satisfied is to fully understand what they’re looking for. Gone are the days when a high salary and great compensation package was enough to entice an interviewee. Millennials long for purpose and direction in their career. Don’t misunderstand, while some are seeking a C-level title, the majority aren’t necessarily looking for a lofty position. The overall goal of a millennial is to learn, grow and be developed in their position.

Start by putting a plan in place for their career path. Think about where you’d like to see them take their role in the next three, five, or even ten years. Having this plan in place shows you’re investing in them as an individual and their career with the company. Maybe you don’t know exactly what type of position they’ll hold in five years, but you can show them the things they will learn. Discuss educational seminars they will attend or new skills they will develop while on the job. This is guaranteed to go further than a corner office would.

Recruitment and retention strategies are two sides of the same coin.

While setting them up for success is important, also keep in mind not everyone is going to be a great fit. In addition to thinking about what millennials want, also think about your company needs and the overall culture. The best way to ensure an employee sticks around is to determine if they are a great fit in the first place. I’ve seen this in my own experience when a job wasn’t exactly how it was laid out to me, I eventually got burnt out and left unhappy and confused.

You can prevent your employees from experiencing this new hire whiplash by making transparency an essential element of your interview process. When I left to seek a new position, PerkSpot stood out to me in one of the most obvious ways: the job description. Instead of the usual bullet points outlining the position in obscure terms, the description was familiar and informal. It painted an excellent picture of what my days in the office would look like. The transparency from the words on the screen to the face-to-face interviews ensured that from day one, nothing was ever a surprise. Within the first few days I knew the job was exactly what I had wanted and expected from the interview process.

Retention, by definition, is a continuous practice.

Beyond a new hire’s first week, remember that on-boarding is not an event that happens on the first day. When thinking about what millennials want, remember two of the most highly sought after aspects of a career for them are mentorship and development. You should already have your plan in place for where you want your new hire to take their career. Now, you just have to enable them to get there.

Keeping employees engaged isn’t a “set it and forget it” strategy. They need to know the specific goals you’ve set in place and receive feedback on their performance. Find a mentor who can meet with them in a comfortable, open environment. This is not only to provide necessary feedback, but also help them develop the skills they need to reach their goals. Millennials are eager to learn, but they can’t do it alone.

As employees long for job stability and your company profits from a secure workforce, don’t let employee retention become an afterthought. Think strategically about how to keep employees engaged. Remember that retention is an ongoing process that starts before, during and after the recruitment stages. Think of what you could do with that extra $48,000 when you don’t have to spend it on recruitment.

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