Reducing Turnover in your Small Business

A Multi-pronged Approach

The Alberta HR Trends Report put out by the Human Resources Institute of Alberta in March indicates that the cost of turnover has gone up significantly over the past year, from $16,790 to $22,600.   Not surprising given the amount of lay-offs and the inevitable severance pay that employers provide.   But the costs include more than just severance.  Things like legislated notice requirements, the time required to manage the departure, the time and money to recruit Read the full article…

Written by Deanna Hunter

On the category of Talent Retention

Retain Top Talent as the Economy Recovers

Get ready...

There are hints everywhere that the economy is beginning its slow recovery.  I’ve been seeing some business activity that makes me think its true, particularly in the number of recruiting conversations I’ve been having recently.  From an HR perspective getting prepared for a recovery is very smart.  And certainly, thinking about recruiting is exciting.  But thinking about how you are going to retain top talent is perhaps even more important. Over the past year or Read the full article…

Written by Deanna Hunter

On the category of Talent Retention

Improve Productivity via Work-space Design

Four things employees need, to be productive.

The link between work-space design and business results has been made. Multiple times, by many experts. That’s why companies like Google or G Adventures spend so much time and money on their offices.  They know that their work environment impacts engagement, satisfaction and productivity. Gensler, a global design firm that conducts regular research and studies regarding work-space, says there are four simple things that employees want: 1. individual space that has a functional layout 2. adjustability Read the full article…

Written by Deanna Hunter

On the category of Corporate Culture + Talent Retention

Revisiting Feedback…Give ‘Feedforward’ a Try.

Nobody likes feedback.  It is almost always associated with judgement, its usually negative and in many cases it creates a feeling of conflict.  It has become a dirty word, not just at work but in many aspects of our lives.  In most cases giving feedback is really code for “I don’t like something you are doing and want you to stop”. So why not take a new approach?  Why not try ‘feedforward’? To improve performance, try Read the full article…

Written by Deanna Hunter

On the category of Performance Management + Talent Retention

Diversity for Small Business

Its easier than you think!

The Diversity conversation is everywhere.  Think ‘OscarsSoWhite’.  Think Justin Trudeau and his gender-equal cabinet. Both stories created world-wide headlines.  And there are many more.  If you haven’t been paying attention you should.  And not just because of the news.  But because its been proven that diverse companies outperform those that aren’t.  They outperform in financials, in innovation and many other performance measures. As a small business owner you might be thinking that diversity is about Read the full article…

Written by Deanna Hunter

On the category of Human Resources + Talent Attraction + Talent Retention

Getting Better at Giving Feedback

Practice Makes Perfect

Giving feedback is something that many people struggle with.  We usually fear it because we assume it will create conflict, make someone feel bad, and it is just uncomfortable in general.    At work, not providing feedback can have lots of different effects – pretty much all negative.  Check out my post on this topic at http://ridgegatehr.ca/point-out-what-your-employees-arent-good-at/ for a quick reminder of some of those negative impacts. The thing is, giving feedback is a skill you can Read the full article…

Written by Deanna Hunter

On the category of Performance Management + Talent Retention

Employee Recognition

It doesn't have to cost a lot but can make a big impact.

We all know that employee recognition should be personal, relevant and timely.  The advantage for small business owners is that the boss knows everyone by name, knows who’s accomplished what, and knows (or should know) what would be meaningful for each person.  With a little thought and some creativity it can be easy to provide an impactful and cost effective ‘thank you’ for a job well done. Here are a few simple and free (or almost Read the full article…

Written by Deanna Hunter

On the category of Human Resources + Talent Retention

Employee Branding and Recognition

With summer here, everyone is busy with outside-of-work dreams and activities. Plans have been made and training started for those adventures to be had and dreams to be captured. When it comes to employee brand recognition, it is about genuinely finding ways to simply and creatively thank them and perhaps even help them realize their dreams outside of the workplace. Here are a few tips to help build your employee recognition skills: First, really think Read the full article…

Written by Deanna Hunter

On the category of Employee Branding + Talent Retention

Case Study: Conducting a Pulse Check Survey

To identify the way forward for a small company

The CEO of a small company I have been working with was interested in what his employees were thinking and whether there were any hot button issues that could be resolved in order to keep his team engaged.  The organization had just doubled in size, from 11 to 24 in less than six months, and was continuing to grow. The CEO knew that retention of his current high performing team was critical to achieve some incredibly top Read the full article…

Written by Deanna Hunter

On the category of Case Study + Human Resources + Talent Retention

Point out what your Employees aren’t Good At

It will probably hurt you more than it hurts them!

I recently read a short post on The Tim Sackett Project about how to tell an annoying candidate, who keeps coming back to apply for more positions, that they suck.  That they just aren’t going to get hired.   It’s a good post.  You should read it. In case you’re wondering, Tim’s advice on that topic was… just tell them!  That’s it.  I wholeheartedly agree.  I’ve always used this approach for any situation where someone at work sucks at Read the full article…

Written by Deanna Hunter

On the category of Performance Management + Talent Retention

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