Poor strategies that cause companies to lose talent include trying to buy employees' loyalty and promoting people based on their perceived potential instead of their actual accomplishments, Eric Jackson writes.
Turnover is lower among employees who receive feedback on their strengths while being trained, Gallup research shows. Leaders should take a systemic approach to identifying employees' strengths during training, and should move those employees into positions where they can excel, Aniruddh Haralalka and Leong Chee Tung write.
If your orientation for new hires lasts longer than three hours, you're probably boring employees and wasting your time, Meredith Soleau writes. Make sure you have employees sign off on basic company policies and fill out any tax paperwork, then talk to them about benefits packages and go over safety rules, Soleau writes.
Kodak employees' 401(k) plans and pension benefits are safe from creditors during the company's bankruptcy proceedings, but employees could see their 401(k) plans temporarily frozen, and Kodak could try to avoid making up shortfalls in its pension fund, experts say. Also, health care benefits for retirees could be eliminated. "If I was a Kodak [retiree], I'd be very, very afraid," said Joseph McCauley, an assistant professor of business administration at Monroe Community College.
Recruiting strategies that involve social media or employee referrals won't help human resources departments that don't embrace their role as a strategic business partner to the rest of their company, Matt Charney writes. "As long as we sit and see ourselves as a separate silo rather than parts of the larger 'talent community' of our own internal employee populations ... then we're not really changing anything," Charney writes.
Business leaders who avoid taking their anger out on employees are more effective and get better results, writes Diane Helbig, a business coach. Take a deep breath and follow her advice to keep anger in check.