It’s important to be prepared for employee turnover in order to ensure a stable workforce, particularly as the workforce continues to age. Managers need guidance about employee retention, such as how to attract talented younger workers, as well as how to continue operations and retain institutional knowledge.
State and local governments may struggle today to fill positions and retain talent. Here are five expert tips on how to overcome those hurdles.
We don’t know what the future will bring. But that doesn’t mean we can’t prepare for it — and prepare our workforce to meet its challenges.
Caring for employees – particularly those you count on, value and want to keep – is critical to putting your organization on the path forward.
Employees want to feel heard, respected, and valued. If you don’t recognize and invest in your people, you will lose them mentally and/or physically.
In a recent GovLoop online training, we learned the importance of cultural fit for employee retention as well as using AI to retain and recruit talent.
How do you keep top performers when we are operating under tight fiscal budgets, few opportunities for promotion and Continuing Resolutions?
With the right combination of culture and compensation, younger employees won’t want to leave.
Change is hard. Finding a new job isn’t always easy and changing where you work can bring on stress. Even so, there are times when quitting your job is the best or only option you have.
First impressions have a way of sticking with people, and those first few interactions experienced when starting a new job are no exception. Even so, many HR professionals and managers rush through the on-boarding experience or rely on old methods that are no longer (or never were) effective.