http://www.hrrecruitingalert.com/my-best-hr-management-idea-simple-changes-reduce-turnover-rate/ Headlines and advice for the practicing recruiter Mon, 20 Jun 2011 04:03:43 +0000 hourly 1 http://wordpress.org/?v=abc http://www.hrrecruitingalert.com/my-best-hr-management-idea-simple-changes-reduce-turnover-rate/comment-page-1/#comment-14352 Frank Evans Thu, 27 Aug 2009 21:50:31 +0000 http://www.hrrecruitingalert.com/my-best-hr-management-idea-simple-changes-reduce-turnover-rate/#comment-14352 You probably could completely eliminate turnover if you allowed telecommuting and let people write their own job description. What could go wrong? You probably could completely eliminate turnover if you allowed telecommuting and let people write their own job description. What could go wrong?

]]> http://www.hrrecruitingalert.com/my-best-hr-management-idea-simple-changes-reduce-turnover-rate/comment-page-1/#comment-828 Joe Coute Fri, 15 Aug 2008 20:38:10 +0000 http://www.hrrecruitingalert.com/my-best-hr-management-idea-simple-changes-reduce-turnover-rate/#comment-828 Amen! Too often, a new employee will find themselves weeks into a job just knowing the tasks at hand and not their impact on the operation of the company. But one step further, sometimes more experienced employees need a boost also! While this is especially true of those who are experiencing a sag in the quality of their performance, ALL employees need to know how they are valued and not just that they are! Problem: getting managers and supervisors to spend their time complimenting and engaging their staffs versus looking for reasons to be critical about them. We teach: If you think of enough of a candidate to hire him/her, then think enough of them to keep recruiting them after the hire! Amen! Too often, a new employee will find themselves weeks into a job just knowing the tasks at hand and not their impact on the operation of the company. But one step further, sometimes more experienced employees need a boost also! While this is especially true of those who are experiencing a sag in the quality of their performance, ALL employees need to know how they are valued and not just that they are! Problem: getting managers and supervisors to spend their time complimenting and engaging their staffs versus looking for reasons to be critical about them. We teach: If you think of enough of a candidate to hire him/her, then think enough of them to keep recruiting them after the hire!

]]>