In the HR world things are changing super fast! One Donation tracks trends many trends such as job satisfaction and employee engagement – and there are a lot of tools that provide instant feedback. This is all great… while at the same time, not so great.
In today’s post, we are going to address the topic of employee retention, focused on retaining younger employees. After reading, please leave your thoughts in the comments section.
To begin, below are two questions. Give them a quick read and think about your answers. Several business owners that I know personally have answered yes to the following two simple questions.
With older employees retiring – how can I maintain the same level of employee knowledge and experience when new employees are barely lasting one year? Is this a problem that your business is facing?
In the past two years, has your business invested vast amounts time, money, and resources to perform company wide training on how to work with younger employees?
During our customer research, we came across many executives that answered yes to these two questions. At the end of the day, the workforce is changing and as business owners and executives you need to stay ahead or run the risk of closing your doors.
Most companies have developed answers to the above questions and some may even be successful in implementing the solutions. Too often times the businesses are leaning heavily on the veteran employees in order to make of the difference between new hires and the necessary knowledge and experience required to do the job. One major issue with this solution however is that takes time away from training new employees and developing new clients.
Why are we having trouble keeping and developing new employees?
One explanation is that the current work force is not committed to one profession or business. Gone are the days of company loyalty, and for good reason. Companies for the most part have not shown loyalty to their employees.
In John Rossheim’s article (Keeping Options Open is Key to Career Path), he discusses how people can keep their options open by networking on social media, viewing a post, or simply keeping a current resume published to the web. This is important to young employees because they are completing a degree with no professional development and probably are loaded with school debt, are taking the first thing available. This leads to job hopping in hopes to make an extra buck to find that place that they will be “happy”.
Is there a solution?
There is a solution that, when executed properly, can help with the retention of new employees. The solution starts during the interview process. When the applicant moves past the first rounds of interviews and looks like a great fit for your business, the interviewer should now focus on the questions by the applicant and what drives them.
In the last couple of interviews that I conducted, four out of five applicants asked about the companies local community involvement. These individuals were more concerned about how the company supports the community than how much they would get paid. Another regular question I received from interviewees was about their role and ability to participate in the companies corporate outreach.
If you are like most businesses, you are probably saying, “Wow, we already do this! And yes, you can participate!” But in reality, your company may do this with HR representatives sending out big checks, sponsoring and playing in golf tournaments, or executives serving the poor. In our experience, the people participating are those in upper level management or in HR. The new employee is not directly participating in the companies community outreach and most importantly they do not feel like they are a part of the team.
If I were to give one solution to keep new employees it would be to:
Listen to the new employees questions during the interview, hear what they are focused on aside from the paycheck, and make sure they have the ability to participate in the programs that interest them.
Aligning company vision with corporate social responsibility is easier than most think.
Keep it simple with these 3 steps:
1) Identify Company Vision
2) Implement Corporate Social Responsibility through a Giving Campaign
3) Partner with One Donation to make it seamless
One Donation believes and provides a platform for employees to choose and support the causes that matter most to them in conjunction with the ones that support the company’s corporate vision.
Partner with One Donation to make your corporate giving campaign easier, simpler, and seamless.
https://onedonation.org/wp-content/uploads/2018/08/pexels-photo-339620.jpg7001244Ross Treaklehttps://onedonation.org/wp-content/uploads/2017/03/OneDonation_Logo_Color-1030x662.pngRoss Treakle2018-08-27 18:44:042018-08-27 18:44:323 Steps to Align Company Vision with Corporate Responsibility
It’s no secret employee turnover is one of the highest costs for a company. On average replacing an employee costs 20 – 100% of an employee’s annual salary depending on position.
Turnover can be reduced up to 50% by creating a culture of employee engagement through a dynamic payroll deduction service where the employee chooses where they want their donations to go. This combination strengthens partnerships between the company and their employees.
One Donation can help decrease employee turnover up to 50%. Click Here for More
Information
https://onedonation.org/wp-content/uploads/2018/08/pexels-photo-1181405.jpg7001049Ross Treaklehttps://onedonation.org/wp-content/uploads/2017/03/OneDonation_Logo_Color-1030x662.pngRoss Treakle2018-08-07 18:20:372018-08-27 18:34:36You DON’T need to Pay the Highest Salaries to keep good employees!
All I Really Need to Know I Learned in Kindergarten is a poem by Robert Fulgham. The poem starts off like this:
Most of What I really need
to know about how to live
And what to do and how to be
I learned in Kindergarten.
Recently my son started kindergarten and I have the pleasure to take him to school most mornings. Every morning I usually get a new joke, a question that I usually do not know the answer, a lesson on what he learned the day before or a story about one of his new friends. It is crazy because a month has gone by in an instant.
This made me think….
What else has gone by in an instant?
Am I missing anything (Big or Small)?
I referred to this poem to start this blog because it took my kindergarten son to make me slow down and think to see what I am missing. Just like a majority of the world, I was going through a routine of work, home, weekend, paycheck, pay bills and repeat. As life was passing me by it took my son to open my eyes to see what I was missing. While on a regular field trip to the grocery my son said dad let’s get some flowers for mom. This was not out of the ordinary but something I have not done in a while and made me think of the happiness created by a simple gesture.
Simple gestures are often not in our everyday routine that brings joy to both the giver and receiver. This also made me think maybe I need to change my routine a little and see what type of simple gestures I can make in home and my community. My next simple gesture is to make a donation to a non-profit in the community but not of my choice but that of my kindergarten son.
Maybe everything I need to know I did not learn in kindergarten; however it took me a kindergartener to remind me of the things I forgot.
https://onedonation.org/wp-content/uploads/2018/07/kids-girl-pencil-drawing-159823.jpg7001050Ross Treaklehttps://onedonation.org/wp-content/uploads/2017/03/OneDonation_Logo_Color-1030x662.pngRoss Treakle2018-07-05 01:51:272018-08-27 18:37:33All I Really Need to Know I Learned in Kindergarten
Corporate Social Responsibility & Employee Involvement
In the HR world things are changing super fast! One Donation tracks trends many trends such as job satisfaction and employee engagement – and there are a lot of tools that provide instant feedback. This is all great… while at the same time, not so great.
In today’s post, we are going to address the topic of employee retention, focused on retaining younger employees. After reading, please leave your thoughts in the comments section.
To begin, below are two questions. Give them a quick read and think about your answers. Several business owners that I know personally have answered yes to the following two simple questions.
During our customer research, we came across many executives that answered yes to these two questions. At the end of the day, the workforce is changing and as business owners and executives you need to stay ahead or run the risk of closing your doors.
Most companies have developed answers to the above questions and some may even be successful in implementing the solutions. Too often times the businesses are leaning heavily on the veteran employees in order to make of the difference between new hires and the necessary knowledge and experience required to do the job. One major issue with this solution however is that takes time away from training new employees and developing new clients.
Why are we having trouble keeping and developing new employees?
One explanation is that the current work force is not committed to one profession or business. Gone are the days of company loyalty, and for good reason. Companies for the most part have not shown loyalty to their employees.
In John Rossheim’s article (Keeping Options Open is Key to Career Path), he discusses how people can keep their options open by networking on social media, viewing a post, or simply keeping a current resume published to the web. This is important to young employees because they are completing a degree with no professional development and probably are loaded with school debt, are taking the first thing available. This leads to job hopping in hopes to make an extra buck to find that place that they will be “happy”.
Is there a solution?
There is a solution that, when executed properly, can help with the retention of new employees. The solution starts during the interview process. When the applicant moves past the first rounds of interviews and looks like a great fit for your business, the interviewer should now focus on the questions by the applicant and what drives them.
In the last couple of interviews that I conducted, four out of five applicants asked about the companies local community involvement. These individuals were more concerned about how the company supports the community than how much they would get paid. Another regular question I received from interviewees was about their role and ability to participate in the companies corporate outreach.
If you are like most businesses, you are probably saying, “Wow, we already do this! And yes, you can participate!” But in reality, your company may do this with HR representatives sending out big checks, sponsoring and playing in golf tournaments, or executives serving the poor. In our experience, the people participating are those in upper level management or in HR. The new employee is not directly participating in the companies community outreach and most importantly they do not feel like they are a part of the team.
If I were to give one solution to keep new employees it would be to:
Listen to the new employees questions during the interview, hear what they are focused on aside from the paycheck, and make sure they have the ability to participate in the programs that interest them.
3 Steps to Align Company Vision with Corporate Responsibility
Aligning company vision with corporate social responsibility is easier than most think.
Keep it simple with these 3 steps:
1) Identify Company Vision
2) Implement Corporate Social Responsibility through a Giving Campaign
3) Partner with One Donation to make it seamless
One Donation believes and provides a platform for employees to choose and support the causes that matter most to them in conjunction with the ones that support the company’s corporate vision.
Partner with One Donation to make your corporate giving campaign easier, simpler, and seamless.
Click Here for more information.
Replacing employees cost companies $450 Billion per year
It’s no secret employee turnover is one of the highest costs for a company. On average replacing an employee costs 20 – 100% of an employee’s annual salary depending on position.
Turnover can be reduced up to 50% by creating a culture of employee engagement through a dynamic payroll deduction service where the employee chooses where they want their donations to go. This combination strengthens partnerships between the company and their employees.
One Donation can help decrease employee turnover up to 50%. Click Here for More
Information
You DON’T need to Pay the Highest Salaries to keep good employees!
It is no secret millennials and Gen Z are looking for employers who are socially responsible.
Some employees are willing to work for an employer who pays less if they are socially responsible.
In fact, some employees are willing to accept a pay cut to work for a socially responsible company!
Whether you are an owner, CEO, HR, or a leader, our guess is that you’re interested in how your company can be socially responsible.
Click Here to find out how One Donation can help your company engage your employees in your own corporate social responsibility campaigns.
All I Really Need to Know I Learned in Kindergarten
All I Really Need to Know I Learned in Kindergarten is a poem by Robert Fulgham. The poem starts off like this:
Most of What I really need
to know about how to live
And what to do and how to be
I learned in Kindergarten.
Recently my son started kindergarten and I have the pleasure to take him to school most mornings. Every morning I usually get a new joke, a question that I usually do not know the answer, a lesson on what he learned the day before or a story about one of his new friends. It is crazy because a month has gone by in an instant.
This made me think….
What else has gone by in an instant?
Am I missing anything (Big or Small)?
I referred to this poem to start this blog because it took my kindergarten son to make me slow down and think to see what I am missing. Just like a majority of the world, I was going through a routine of work, home, weekend, paycheck, pay bills and repeat. As life was passing me by it took my son to open my eyes to see what I was missing. While on a regular field trip to the grocery my son said dad let’s get some flowers for mom. This was not out of the ordinary but something I have not done in a while and made me think of the happiness created by a simple gesture.
Simple gestures are often not in our everyday routine that brings joy to both the giver and receiver. This also made me think maybe I need to change my routine a little and see what type of simple gestures I can make in home and my community. My next simple gesture is to make a donation to a non-profit in the community but not of my choice but that of my kindergarten son.
Maybe everything I need to know I did not learn in kindergarten; however it took me a kindergartener to remind me of the things I forgot.
GIVE LOCAL