In 1974, the Supreme Court of the United States first ruled on this matter in the case of Geduldig v. Aiello. (1974 – Geduldig v. Aiello) This case involved a pregnant woman who was denied medical benefits under her employer’s disability insurance plan. She cited the 14th Amendment’s Equal Protection Clause and claimed sex discrimination. […]
In an effort to minimize employee turnover, most organizations have historically conducted exit interviews. Exit surveys can be called the original retention tool. It has always made sense that understanding why employees leave could direct us to retention solutions for those remaining survivors. While these efforts can be useful, they don’t focus on retaining the […]
Continuing our discussion from Part One on Stay Interviews, I now draw your attention to some guidelines that will help ensure a successful interview session. The following twelve elements will launch your program and, if followed, will aid in creating a new and useful practice that can mitigate the loss of talent to your organization. […]
As we conclude our discussion of this critical piece of retaining talent, I want to now draw your attention to the execution portion on Stay Interviews. A study by Development Dimensions International or DDI found that engagement is strongly influenced by leadership quality and that employee levels of engagement were much higher when their supervisors […]
This multi-segment discussion of Express Pro Talks will focus on the critical reasons employees leave and introduce a few well-documented findings that can enhance your efforts in the great retention war that is ravaging employers today. It should be noted at the outset that a “quit” is not just an event, but rather a process. […]
Continuing our discussion from part one where we laid the foundation for our in-depth review of the basic reasons employees leave employers, let’s start with this fact: The Saratoga Institute surveyed former employees of one very large employer in the entertainment industry. They learned that 4 % of new-hires walked off the job the first […]
Let’s continue with REASON NUMBER FOUR which is Limited personal and professional advancement opportunities. Disappointment with career growth falls within six broad categories. In a survey by the Conference Board, limited career opportunities were found to be the number one driver of overall employee dissatisfaction. This was actually cited by 59 % of all workers. […]
In this Part 1 Introduction to a growing and alarming problem of violence in America, we want to call your attention to the observable actions occurring in our workplaces, airports, airplanes and even restaurants. The Occupational Safety and Health Administration or OSHA as they are often referred to, tells us that over 2 million American […]
Part One of our De-escalation discussion defined the different types of behavior that could lead to the need for de-escalation at the workplace. If you find yourself in an uncomfortable or threatening situation with an employee, these 10 de-escalation tips can help you mitigate the situation in the safest and best possible manner. However, if […]
In this segment – How To Set Limits – we want to provide some guidance on some proven ways to steer a bad situation back on track and help an angry person make more positive choices. We will focus on four parts: When you set effective limits, you are using one of the most powerful […]