Search Results: Employee Retention

The key to retaining star employees is to keep the lines of communication open with them. Managers should strive to understand what employees are going through and acknowledge their hard work.

The cost to replace an employee who leaves is 50 percent of that person's salary. Here are five tools for creating an employee retention tool kit.

Twice as many employees with less than two years of service voluntarily leave an organization as do those with more than two years of tenure, according to a study of worker attrition rates by Sirota Survey Intelligence, specialists in attitude research.

Companies want to create both an appealing environment to attract and retain employees and make people feel they belong, but they also want to increase productivity.

Employee turnover can cost an organization anywhere from one to five times the cost of a former employee’s salary and benefits.

The cost to replace an employee who leaves is 50 percent of that person's salary. Here are five tools for creating an employee retention tool kit.

Companies want to create both an appealing environment to attract and retain employees and make people feel they belong, but they also want to increase productivity.

Employee turnover can cost an organization anywhere from one to five times the cost of a former employee’s salary and benefits.

HR internal marketing is evidenced by a ROI through employee engagement and retention programs.

Before, during and after a downsizing, it is imperative that employers consider how they plan to retain employees who are survivors of the layoffs.  

Employee retention is always important, but it is especially important in a difficult economy.

Recruiting and hiring costs to replace just one employee are substantial, which cut into revenues.

Strategic-minded leaders are thinking past this economic downturn. Talented employees are like valuable inventory, and you want to keep them.

Economic changes have been very strong in driving how businesses are dealing with human capital.

According to a human resources survey, 99 percent of respondents stated that fun should be incorporated (occasionally to very often) at work. Employees who have fun at work may be more committed to the organization.

Employee mentoring programs help protect the company's investment in the recruitment and selection of new employees --particularly for difficult-to-recruit talent and managers.

Organizations need to develop a retention strategy simply because so many employees are either actively or passively looking for another job.

There are three basic types of short-term business unit incentive plans with varying degrees of risk/reward potential.

A Towers Perrin study identifies a list of workplace elements that are critical in building engagement among employees.