By Candice Belair, Social Media Coordinator, Ceridian
As a millennial in the workforce who has read many different strategies for companies to attract us and keep us engaged lately, I’m here to say: we’re not that complicated!
We’re just a subset of people pushing our leaders to meet our needs. This is what humans do, not just millennials. Just think back to the Industrial Revolution, while it increased our resiliency as a society, it came with grim living and working conditions. Workers banded together and pushed for change. I don’t feel that millennials pushing for change is a differentiator for our group. What is, is the digital age we live in and the buffet of social media platforms we have at our fingertips with which to speak our mind. Now we don’t just leave employers when we feel wronged, we take to our networks and tell our 1400 Facebook friends, 400 Twitter followers, 267 Instagram followers and with the promise of it disappearing in 24 hours, we save the juicy details for Snapchat. Disclaimer: I haven’t done this, but I’ve seen it done plenty. Read more
By Anthony Kwan, Product Marketing Manager, Ceridian
In today’s world of work, every business needs a compelling employer brand. A great employer brand is an organization’s gateway to top talent. Whether it’s a small local business with a big future or a Fortune 500 company with a massive global footprint, an employer brand helps an organization define who they are, their values, and what they can offer to prospective candidates. If we compare a good employer brand to a delectable culinary dish, a good employer brand would be the secret ingredients that bring out that extra oomph in flavor. Read more
By Kristina Cleary, Chief Marketing Officer, Ceridian
Everyone loves getting paid, which is just one of the reasons why we at Ceridian are excited to celebrate National Payroll Week (September 5-9).
In case you haven’t heard of NPW before, this celebration led by the American Payroll Association kicks off each year on Labor Day, and gives companies the ideal opportunity to thank their payroll department for their amazing efforts to help ensure that paychecks are accurate and on time. Read more
As we covered in the last blog post on understanding stress in the workplace, there are a lot of different factors that contribute to stress. But the positive news for employers is that there are just as many ways for HCM professionals to fix and prevent it.
The Society for Human Resource Management indicated that when companies have made it a point to adjust policies in a way that affects stress levels, they have often seen myriad benefits. In addition to higher retention and job satisfaction rates, they also experienced significantly lower chronic work stress levels. How did they do it? Read more
There are many factors that come into play when it comes to the satisfaction and engagement of employees. Given the competitive nature of today’s job market, human capital management professionals must develop cutting-edge and innovative strategies for retaining top performers. High turnover rates can cost companies big because, on top of the expense that goes into recruiting, replacing and training new hires, it can also lead to a lag in productivity. Read more
By Maren Hogan, Founder and CEO of Red Branch Media
“Culture is like a hairstyle: Everyone has one, even if they’re bald.”
– Drew McLellan, Agency Management Institute
Company culture may have only recently appeared as a workplace buzzword, but the actual idea is as old as the workforce. Culture, whether you choose to build it or not, is developing in your business right now, gaining life simply through the people who clock in every day. From the mission statement to the workplace values all the way to the free coffee in the break room, culture is being formed right before your eyes. These findings are exactly why so many companies are working to build a strong company culture:
- Companies with poor company culture average 48% turnover probability, while organizations with rich company culture average 13%.
- Employees with high level of engagement had a 19% increase in operating income and 28% increase in earnings growth.
- Employees with a low level of engagement had a 33% decrease in operating income and an 11% decrease in earnings.