Editors Note

If you read today’s workplace articles, more than half of the pieces are about millennials. How millennials are reshaping the workplace, how they spend more, how they travel, live, eat breathe and what not! There is a general belief that millennials are lazy, self-centered, unproductive and the list goes on. Have you ever wondered, what is all this noise about millennials?

Millennials Don’t Suck: 6 reasons millennials are more capable than past generations

For all of their shortcomings – and let’s be real, every generation has shortcomings – they’re also remarkably capable. They are, perhaps, more capable than any prior generation. And before we get too far -- no, I’m not a Millennial.

Building A Culture Of Engagement: 8 easy steps to get you started

As the labor market tightens, retaining key employees often depends on how well you keep them engaged. The Oracle Human Capital Management Global Survey shows that many factors come together to shape and influence effective employee engagement.

Talent Management July 2017 Advertisers

Is It Time To Revamp Your Onboarding Strategy?: Tips to successfully retain new talent

There’s a lot of noise about talent. Where to find it, how to attract it, hire it and keep it. Everyone’s talking about talent because that’s what makes your company awesome. Having great people equals success. But in the middle of all that noise is the bridge that gaps finding the talent and keeping it: onboarding.

Dealing With Poor Employee Performance?: 3 things managers should ask themselves

In general, employees want to perform well on behalf of their company – whether it comes from personal drive or wanting to do well as part of the team. If an individual is underperforming in some way, usually there is an underlying cause other than laziness or lack of interest. According to Gallup, managers account for at least 70% of variance in employee engagement scores across businesses. This means if an employee is underperforming or under-engaged, it might be time for their manager to take a look inward. When this happens, there are three questions every manager can ask themselves to get to the bottom of the issue, and hopefully prevent it from cropping up again in the future.

Talent Analytics That Benefit Employees

Well-developed talent analytics programs can enable organizations to make smarter hiring and promotion decisions, to flag key talent at risk of leaving, and to model the impact of factors such as pay changes, supervisor span, and performance ratings. Stepping back and looking at these and other outcomes, the main benefits of talent analytics can often be summarized as improving organizational decisions and increasing operating efficiency. But what has been the value of these programs for employees?

Managing Staffing Turnover And Growth: Adapt to the changing tides of the workforce

Employee turnover: It’s a constant scourge for businesses throughout the United States. It’s a war of attrition where training and recruitment costs add up. Replacing a single employee can cost companies 21 percent of the departing worker’s salary on average, according to some studies.

Millennials, Plan For Retirement Now Or Pay The Price Later

A study by the American Psychological Association reported that the group of Americans in their early 20s to late 30s came in at a 5.4 stress level on a scale of 1-10, higher than the American average of 4.9.

The Missing Link: Revolutionizing performance management through execution management

Over the years, I have been haunted and vexed by four enigmas. What has eluded me is a process that supports the implementation of the strategic plan. A lot of time and energy goes into yearly planning. A leadership team remaining focused on execution of the plan becomes the challenge given the day-to-day fires. This issue breaks down into the four enigmas that, until recently, I have not been able to solve. Recently I had a breakthrough and have components that, together, make up the missing link.