Every employee wants to work in a happy office.
More importantly, happy employees are better for the bottom line!
By Arlene Chandler for HRNewsDaily:
Everyone loves a happy office; a work environment where everyone gets along, gets work done quickly and efficiently, and still has time to email funny cat pictures to each other is an ideal set up, but the benefits go well beyond the general day-to-day enjoyment.
Along with keeping the HR department satisfied, an office full of happy workers helps dramatically with business ventures, and if you’re running a workplace that seems more like a sweatshop, here are a few things your company is missing out on.
Holding onto Quality Employees
The economy is slowly improving, and more job opportunities are opening up every day. What this means is that employees are no longer desperate for any job that comes their way, and they are much more likely to leave a job they find unsatisfactory. Your employees are your biggest asset, so make sure you’re treating them in a way that will make them want to stick around.
Losing employees results in a big profit loss; the time and money it takes to hire someone new and provide effective training is never in the company’s best interest, and you can easily reduce the amount of time you have to spend on that process by creating a comfortable and respectful work environment. Continue reading “How Happy Employees Affect Your Business”
The new employee orientation process is commonly known as “onboarding.”
Your business should make every effort during onboarding to make new hires feel welcomed prepared for a productive future with the company.
There are four concepts to understand what makes onboarding a success—for both the new worker and the company:
First off, beginning the onboarding process should be to familiarize new hires with the corporate family. Getting to know the people in the office could help prevent embarrassing situations—such as the new employee who asks a stranger to help with the copier, only to discover later that the stranger was the CEO.
You made it through the screening process and interview, and now the job offer is on the table.
Between the offer and your first day on the job leaves one step—discussing compensation and benefits. Unfortunately, job seekers shy away from this—something so crucial to their future.
New hires (both men and women) are so grateful after a long, demanding job search they have little interest in further negotiations. Many will just accept what the company offers, blinded by relief and the desire to go to work!
This can be an expensive error!
In a blog post for ArtOfManliness.com, Brett & Kate McKay discuss the 8 financial questions every new hire should ask —and the best time to ask—when considering a new job:
Continue reading “8 Money Questions to Ask When Considering a Job Offer”
THE COST OF EMPLOYEE HEALTH BENEFITS & EMPLOYEE HEALTH BENEFITS SELECTION
Employee benefits and annual enrollment may not be the glamorous part of human resources, but they are essential to retaining employees. Paycom has put together a great infographic representation below (or you can view here). Some of the statistics are surprising.
- For those that implement annual enrollment, HR professionals admit that planning and executing a successful campaign takes up 50% of their time at work.
- And while HR professionals are deeply immersed in annual enrollment, our employees are not. Sixty-five percent of employees admit that they are not prepared for making their employment benefit selections.
- Bad decisions are costly for employees which is why employees must be communicated about employer benefit coverage changes and offerings over and over and over again. Employees on average waste $750 a year of their salary on benefit selection errors.
Infographic after the jump… Continue reading “$750 a Year Wasted In Benefit Errors [Infographic]”