In response to the national dialogue on racism and social justice, the business community is actively taking a role. CEOs and professional societies are issuing letters of support and acknowledging the need to be reflective and do more to overcome institutional racism. As experts in organizational culture and talent retention, WLH is asking the critical […]
February is commemorated with chocolates, cards and flowers… all of the key indicators that love is in the air. People appreciate being recognized and feeling appreciated. How can we embody this spirit of appreciation in the workplace? Here’s something to consider. Talented employees often get top treatment when joining a new organization or accepting a […]
Tight labor markets can spell trouble for organizations that are not focused on their human capital. Retaining high performing employees is a critical component to achieving success. As every “new hire” is carefully and meticulously interviewed and screened prior to onboarding, so should careful and proactive measures be customary to reduce turnover and ensure “high performing” employees are retained.
Today’s labor market can be defined as an “employee market” where individuals are voluntarily leaving existing positions for other job opportunities. As companies face higher turnover rates, there is an opportunity to take a more holistic evaluation of why employees depart. Organizations taking this approach recognize the need for a comprehensive retention and talent development […]
With many Boomers occupying key leadership positions, the management exodus promises to be significant. At the time of this writing, the economy has been on a strong upward trend, characterized by a surplus of job creation and employment opportunities. Much has also been written about the impending wave of retirements as the Baby Boomer cohort […]
Why expend so much time, energy, and resources hiring and developing talent, only for an organization’s stars to voluntarily leave the organization? The costs (financial and otherwise) associated with voluntary turnover are not insignificant. Direct costs associated with recruitment, hiring, and training are more obvious. Indirect costs associated with reduced productivity, lost opportunities, lower morale, […]
As talent demands increase and talent pools tighten, organizations are investing heavily to retain existing and attract new talent. Unfortunately, despite the increased emphasis on talent management initiatives, organizations are struggling to understand why employee turnover remains high, particularly among top performing women.