According to the results of the 2011 Top Performer Engagement Survey, conducted by ERC on over 2,400 top performers in Northeast Ohio as part of its NorthCoast 99 program, 24% of top performers report challenging and meaningful work as the most important attribute that they seek in jobs. This attribute continues to be most important to top performers when compared to other attributes, and has been consistently ranked as most important over the past five years.
Top Performers Promoted Within 2 Years, On Average
A 2011 report released by ERC shows that the average time that it takes a top performer to be promoted for the first time at employers of choice is less than 2 years.
Checklist to Select Employees for Promotions & Leadership Training
Whether you are determining who to promote at the end of the year or creating a leadership development/training program or strategy, the most critical task is selecting the right employees. Your organization wants to be sure that it trains, develops, and promotes employees that are the most likely to succeed in leadership roles. We’ve developed a short checklist you can use to select employees for promotions or participation in a leadership development program.
Employers Tend to Pay Shift Employees More
The results of the 2011 ERC Pay Differential Survey show that Northeast Ohio employers tend to pay shift employees more than non-shift employees, specifically those that work second and third shifts.
4 Signs of a Struggling Manager
Employers frequently find themselves unaware of struggling managers before they end up causing deep-seated issues in departments like turnover, distrust, disengagement, and under-performance. Here are 4 observable and measurable ways that you can determine whether your managers are struggling on the job before it’s too late.
5 Things that Top Workplaces Do Differently
Over the years, we’ve found a few simple, but consistent practices that differentiate average employers from top workplaces. Here are 5 things top workplaces do differently than other organizations to attract and retain the best talent.
Is Your FMLA Program putting you at Risk?
Employers are increasingly faced with significant challenges in effectively managing FML and state leave related absences. Inappropriate administration and mismanagement of absences can cost an employer millions of dollars in revenue, production and legal fees. Today’s employees are becoming more knowledgeable on the use of FML and state leave benefits. As their knowledge and use of these benefits increase, so too will your associated administrative and personnel costs. To combat increasing costs associated with employee absences, it is both financially and administratively critical to have a solid, well governed absence management program in place.
4 Ways to Manage Employees’ Needs
We often define quality of managers by how they make us feel – how they energize and move us through encouragement, support, and inspiration. As a manager, your role is similar to an essential energy source – feeding employees’ needs and sustaining your team’s motivation. Knowing how to energize and motivate your employees requires addressing (4) of their most basic needs.
7 Ways to Respond When an Employee Quits
Employers often must deal with turnover and resignations of their best people. When an employee quits, there are many right and wrong ways to respond. Here are 7 critical questions to ask to guide your responses and actions when an employee says “I quit.”
5 Common Types of New Leaders
Some employees aspiring to be managers or leaders struggle at first when they take on these new roles. Here are 5 common types of employees that grapple with management and leadership responsibilities, and suggestions for how to help them in their roles.
FMLA Best Practices
Not surprisingly, employee medical leave requests can spike in the summertime. If your organization is challenged with managing medical leave in the workplace, here are several best practices for administering the Family Medical Leave Act (FMLA).
20 Tips for Managing Young Employees
We hire them for their fresh knowledge, strong technical skills, and growth potential, but managing young people effectively requires a different strategy than some of your other employees, given their lack of business and work experience. Here are 20 tips for managing young workers.
