How to Stop Your Employees from Quitting

Fifty percent of the time your employees will not make their one year anniversary.

Source: GalaStudio/Shutterstock
Source: GalaStudio/Shutterstock

One year, five year, ten year work anniversaries; these are important milestones that are becoming rare in the working world. Retention of employees is always a number one concern for any HR professional. HR retention specialists speak of many different strategies on why your employees quit and how to prevent them from leaving.

The Harvard Business Review (HBR) does not ask why your employees are leaving your organization? The question they recommend you consider has something to do with time? Any ideas?

Click here to watch a video from the Harvard Business Review.

Did the video surprise you? The question that is important to ask is when are your employees quitting? According to the HBR most employees are quitting on their one year anniversary and then continue to quit on further work anniversaries. Harvard research is not sure why this is occurring, but it is. The next question HR departments must ask themselves is what strategies do we have to prevent the anniversary quitter?

Discussion Questions:

  1. Your Company’s CEO has just watch this video and has requested a meeting with the HR department. It is the CEO’s expectation that the HR Department will present specific ideas to reduce the number of anniversary quitters.
  2. What ideas will you present at that meeting?

 

 

The HR Backpedal

Rescinding a Job Offer

No one in any profession likes to backpedal; let alone in the field of Human Resources.

Rescinding a job offer is like leaving someone waiting at the altar. I’m not speaking from personal experience here, but I have witnessed a wedding that never happened!

We, in HR, always want to move forward. We try to ensure our recruiting processes is tuned to perfection, so there would never be a situation of wanting or needing to rescind an offer of employment. Unfortunately, despite best efforts, it does happen!

Rescinding an offer of employment can range from a little embarrassing to downright illegal and place the company in Human Rights liability. Can a HR practitioner protect their professional integrity when rescinding a offer of employment?

Click here to read the article.

Discussion Questions:

  1. What is the best way to make a conditional offer of employment?
  2. Should all offers of employment be conditional?
  3. Will you lose potential employees if you start by offering a conditional offer of employment?
  4. When is it legally acceptable to withdraw an offer of employment?

 

 

Lying on Resumes

Oh, how do we lie? Let me count the ways; with a small lie, when you respond to your spouse’s question, “Do I look fat in these jeans?”; to your kids when you promise, “This needle won’t hurt a bit!”; or a giant lie, like Scott Thomson, the ex-CEO of Yahoo, who lied about having a computer science degree!

Michele Piacquadio, Thinkstock
Michele Piacquadio, Thinkstock

According to the articles listed below, we lie up to ten times a week – that is a lot of lies over a year, and over the span of a career. The HRM Online article, Six Ways to Catch Resume Lies, states that employment candidates will lie anywhere from 40% to 70% of the time on their resumes. This would mean that close to three quarters of your applicant pool has lied to you before they have even walked in the door. How can that be? What is an HR practitioner to do?

Please read the following two articles and consider some solutions that can be applied to this problem.

Click here to view article 1.

Click here to view article 2.

The ability to filter and screen resumes is a fundamental skill that all HR practitioners must master to be successful.

Discussion Questions:

  • Are all these suggestions legal? Or will some cause greater legal liability and if so what laws would it be violating?
  • How comfortable are you using these solutions?
  • What else would you do to confirm the validity of a candidates resume?
  • A bigger question to ponder, have you eliminate a great hire because their resume did not look as good as others because they DID NOT lie?

 

Hiring to Fit Your Company Dress Code

How Company Policy can affect your Recruitment

No HR policy drives more fear into an HR professional’s heart than creating a dress code policy.  As a new HR professional you may be asked to develop or revise your company’s dress code.

A company’s dress code can raise many employment concerns ranging from minor irritations to violations of Human Rights Laws.  As an HR professional, you have to be diligent when developing or revising a policy because it may affect your recruitment.

  • Are companies allowed to set rules on employee’s behaviour at work? Absolutely!
  • Can a company have a set dress code to match its brand, in style and look?  Absolutely!
  • Are there going to be problems when a company takes dress code to extremes?  Absolutely!

Read the HR online article on Abercrombie and Fitch’s look policy and how, after many years, the company is getting rid of its requirement to be “hot” in order to be hired.

Click here to view the article.

As you can see, an HR dress code policy is a fundamental component of any successful organization, but creating or revising one is not for the unprepared HR professional. Many aspects must be considered, so before completing your bosses request to create a new dress code policy, you must ask yourself the following discussion questions.

Discussion Questions:

  • What is the professional brand the company is seeking to achieve and maintain?
  • Are there legal implications to this brand or look we want to achieve?
  • Does this look or dress code infringe on any prohibited grounds under Human rights legislation directly?
  • Does this look or dress code infringe on any prohibited grounds under Human rights legislation in-directly?
  • Does it create systemic discrimination?
  • Will this dress code affect our ability to hire certain individuals from protected minority groups?
  • How will this new or revised dress code affect current employees?  Will we be able to retain them as employees?