In a previous post, we discussed the findings of the second installment of Kronos’ Global Retail Absence survey, which analyzed responses from 800 retail managers across Australia, Canada, France, Germany, the United Kingdom, and the United States.
There has been a lot of coverage in recent years as Millennials have entered and moved up the ranks in the workforce. As contrasted with Baby Boomers and Generation X, Millennials are often described as being more tech-savvy and valuing greater work/life balance than their predecessors.
In a recent post, we discussed an economic letter written for the Federal Reserve Bank of San Francisco (FRBSF) in which it argued that the gap between U.S. and Canadian policies and structures around support for women working while raising children is the primary contributor to a large gap between the labor participation rate for […]
In a previous post, we discussed some of the benefits of a team-based incentive plan, whereby bonuses are awarded based on the success or shortcomings of an entire team and not on specific individuals. In this post, we’ll look at some of the drawbacks of this approach.
Even for very large companies, absenteeism among employees can be a big deal. But, for smaller organizations, where there are fewer people in a given position—perhaps only one person in a certain position—absenteeism can have a significant impact on productivity and customer service.
We hear a lot in the news these days about the historically low unemployment rate, but one figure we don’t hear about nearly as much is the labor force participation rate—the ratio between the size of the labor force and the size of the overall population for that age group, often grouped by cohort (i.e., […]
Training your staff: It’s good for workers, and it’s good for employers, too. It’s easy for businesses to get sucked into the perceived reasons why they shouldn’t be providing training to their employees, such as the cost to the business and the time it takes out of regular working hours.
It’s not uncommon for employees to feel that they are undervalued and, consequently, underpaid. But, while some employees seem adept at building the case for a pay raise, others struggle to do the same, continuing to feel frustrated and sometimes even choosing to leave the organization in search of better pay. It may be that […]
In two previous posts, we’ve been discussing the need for, and the merits of, implementing a hierarchical pay raise structure as opposed to a more or less flat structure whereby all employees generally receive about the same pay increase.
Most people who have managed employees have at one time or another been frustrated with the performance of a staff member. He or she just simply doesn’t seem to “get it.” The person isn’t performing the work the way you think he or she should, and despite all of the sit-downs, performance reviews, additional training, […]