It’s disheartening to learn that an employee is choosing to leave your organization. Turnover leaves your HR team and organizational leaders scrambling to find a replacement, and if the employee leaves the organization on a sour note, the experience can be especially awkward and even leave some professional relationships in jeopardy.
As with our review of 2022 compensation budgeting in the last Astronology®, predictions on how variable compensation will unfold are challenging.
The COVID-19 pandemic has led to many workplace changes, and the newest trend we’re seeing is “The Great Resignation.” This refers to workers quitting their jobs in droves–according to the U.S.
A recent PricewaterhouseCoopers survey showed that 68% of companies invested in reskilling or upskilling to handle changes within the organization. 65% invested in training employees on new technologies.
By guest author: Josh Fechter – Josh is the co-founder and CEO of Squibler. He’s written five books and thousands of blog posts.
By guest author: Michael Santocki for Crystal & Company. This guest article originally appeared on Crystal & Company Viewpoints
As recent events—from the Harvey Weinstein scandal to near-daily mega-cyber breaches—illustrate, risk concerns continue to shift.
O.C. Tanner reports that 69% of employees are more likely to stay with their places of employment for at least three years after a great onboarding experience.
Forbes reported in 2012 that there is a $46 billion market for employee recognition programs. With it being such a huge market, clearly employee recognition is important for every organization to consider.
In this issue of Astronology we explore job rotation. Has your organization used job rotation as an employee development tool? If not, now is a great time to learn how it can help your organization to be successful!
The month of May involves a flurry of graduation ceremonies. These graduates are more than likely already applying to work for your organization.