No organization will ever have a 100% employee retention rate—many talented individuals will move on to new opportunities in time, as they should. But your organization can take concrete, practical steps to ensure more of your great employees stay with the team longer.
Top ranked keyword searches:
- Conflict Resolution
- Cybersecurity
- Decision-Making
- Diversity
- Employee Benefits
- Employee Compensation
- Employee Offboarding
- Employee Onboarding
- Employee Relations
- Employee Retention
- Hiring and Talent Acquisition
- HR Tools
- HRIS
- Leadership
- Organizational Culture
- Performance Management
- Remote and Hybrid Employees
- Resilience
- Risk Action Plan
- Risk Appetite
- Risk Awareness
- Risk Tools
- Risk Unpacking
- Root Cause Analysis
How To: Create a Cross-Training Action Plan
Cross-training is an essential risk management function. It ensures someone in your organization can perform key tasks if the person who usually handles them is out of the office or unavailable for any reason. But cross-training has other benefits too: it can offer employees new challenges, help reduce staff turnover, and break down silos in an organization. Use the table and the tips below to create a unique cross-training plan for your nonprofit.
How to Do a Compensation Review For Your Nonprofit
Compensation reviews can reveal pay equity issues at a nonprofit, or individual cases in which staff members aren’t being paid appropriately for their duties. Here’s how to do an accurate, informative, and valuable compensation review for your organization.
Building Meaningful Connections at Work
We spend much of our waking lives at work, but many of us have only superficial relationships there. That contributes to a broader loneliness epidemic that weighs us down and can even shorten lifespans. Connecting with colleagues doesn’t always happen easily, but the effort can benefit individuals and the organization, and make work more productive and fun.
5 Steps to Transform Performance Reviews from Dreaded Drudgery to Welcomed Opportunity
Most of us have experienced bad performance reviews: harangues about things that already happened—things we can’t change. Great performance reviews deepen an ongoing, regular conversation about performance. They are two-way conversations between a manager and an employee. And they focus on the future and how employees can reach their goals. Here are five steps to transform your performance reviews from an obligation to an opportunity.
How To: Conduct Meaningful Stay Interviews
When a great employee leaves your organization, you may ask, “What could we have done to get you to stay?” The concept of the stay interview arose to get that kind of information at a time when your organization could still act on it.