How often you pay employees is a business decision determined by individual companies. The restrictions and parameters include federal and state laws, cost of running payroll, and your employee’s financial well-being.
Your staff is the engine that runs your organization. To run smoothly, you need a well-oiled machine — one where your employees show focus, energy and engagement.
The U.S. economy has reached its lowest unemployment rate in 30 years.
Organizations are having a hard time with employee recruitment, due in large part to the United States experiencing a tight labor market. Starting in 2012, the rate of job openings surpassed the number of actual hires (as illustrated in the chart below) and has remained higher ever since.
Turnover has obvious impacts on your organization, like increased reliance on recruiting or lost productivity. The impact turnover has on a business owner has been covered a number of times. But, a less obvious inclusion in the cost of employee turnover might be the emotional implications employee turnover has on your workforce.
In a new study by Future Workplace and Kronos, business leaders continue to express the importance of employee retention.
With low unemployment rates and high marketplace activity, the hiring landscape is competitive, to say the least. The Future Workplace and Kronos study suggests that 87% of employers said that improving retention is a critical priority for their organization.
Employee benefits are anything offered to employees outside of their wages or salary.
Up until recently, benefits offerings were usually traditional. Most often, employees expect a “comprehensive benefits package” to include 401K, health insurance, dental insurance, vision insurance, life insurance, vacation time, and sick leave.
Recently, employers have realized that the range of benefits we offer to our employees is incredibly valuable. According to the Employment Confidence Survey by Glassdoor, about 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer.
The importance of employee engagement can’t be overstated. In short, employee engagement directly affects a company’s bottom line.
Business owners in minimum wage industries face unique challenges that can be difficult to remedy – even when the struggles involve payday.
Loyal employees are engaged employees. Engaged employees create better business outcomes than disengaged employees. These are facts.
Still, poll after poll suggests that employees are largely disengaged, and employers might not be doing enough to rectify the situation.
Recruiters have a difficult job. And in a tight labor market, the job becomes even more difficult.