By Staff Report
Sep. 7, 2011
A Dear Juggler:
Consider this from the employee’s point of view. They are bound to ask themselves the following questions: why should I continue working here? What’s in it for me?
They will look at the compensation package, the challenge of the work, the flexibility, the fun, or the prospect of continuous employment. Then employees will ask: ‘will I have another job to go to–one that I want–right after leaving? My income must continue so I can support my family/lifestyle; what guarantees do I have? How will my workload change? How about the type of work I will do?’
Armed with this perspective, go to your employees and ask them what concerns need to be answered. Work with your people collaboratively. Ask for their ideas.
LEARN MORE: ReadRetention Strategies That Respond to Worker Values.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
We build robust scheduling & attendance software for businesses with 500+ frontline workers. With custom BI reporting and demand-driven scheduling, we help our customers reduce labor spend and increase profitability across their business. It's as simple as that.
HR AdministrationRest and lunch break laws in every US state
Summary Federal law does not require meal or rest breaks Some states have laws requiring meal and rest ...
Staffing ManagementWhat is labor forecasting?
Summary Labor forecasting helps businesses determine where, when, what kind, and how many employees are...
demand forecasting, labor forecasting, labor modeling, staffing
Staffing ManagementHow staffing agencies can better manage a remote workforce
Summary As remote work continues its rise, modern workforce management technology is being adopted – st...
remote employees, scheduling, staffing, time and attendance management