Top HR and Company Culture News – July 12, 2013

by B.J. Shannon on Jul 12, 2013 2:30:16 AM

Employee-EngagementManagement is typically tasked with fostering and maintaining employee engagement. Victor Lipman of Forbes thinks that employees themselves should be proactive about being engaged. He writes, “When faced with circumstances that frustrate us (as employees often do), we all have a choice in how we respond: to succumb to (perhaps justified) feelings of negativity and anger, or to try to constructively overcome these inevitable frustrations.” He also references fellow Forbes contributor Kevin Kruse’s excellent book about employee engagement and the five question Kruse suggests each employee ask themselves every day.

It’s always inspiring to read about how other leaders have shaped a positive workplace culture. Steve Watkins’4975931_orig recent piece featured a few different leaders and how they’ve used transparency and creativity to develop an ethical workplace culture. This informative article features nuggets of wisdom from Best Buy, Eli Lilly, and Raytheon including, “Be Creative. Find ways to make honest scenarios real to workers... Patti Ellis at defense contractor Raytheon sent out soap-opera-like snippets of ethical problems to employees.” We love hearing about how companies are using fun solutions to developing an excellent company culture.

I quit!As we all know, employee turnover is more than just a headache because we’ll miss having our co-worker around. There are real costs to losing an employee, including the estimated 50% or more of the individual’s annual salary in costs involved in replacing the employee and training the new hire. Other costs can involve lost productivity, severance pay, and recruitment expenditures. This AARP article warns employers to emphasize employee retention in their overall strategy, stating, “Because of the expense and impact on the bottom line, employers should carefully consider all costs associated with employee turnover and develop a retention strategy for current and future talent management needs — in particular, to help the company stay competitive with the potential loss of experienced employees.”

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This post was written by B.J. Shannon