Exit interviews are a double-edged sword: Your company desperately wants information from departing employees about how to improve, but employees have little motivation to provide complete, honest reasons for their departure. You can promise up one side and down the other that you’ll keep individual answers confidential, but
It’s not my fault. How many times did you say that as a child? The question is, are you still saying that? One of the important things about your career is taking responsibility for your own career. Here’s how: Don’t wait for things to happen, make them happen. Often
Anyone can become a boss – all that takes is hiring someone. Becoming a manager that your employees respect and willingly follow is a bit more difficult. If you want to be a leader and not just a boss, you can learn how to do it. For some people, these
Recently my boss went out of town. Upon her return, she called me and my co-worker into her office to tell us that our HR person emailed her while she was out and said someone in the office complained about us being too loud. Yes, we were joking
Ok, I don’t know what to do. My boss called me into her office as I was heading home. It was 2 hours past time for me to leave, but I stayed to help her do monthly reports. She had me sit in the chair closest to her
The Labor Department’s new overtime rule proposal changes the minimum salary level for overtime exemption from $23,660 to $50,440 starting in 2016 or whenever the rule is implemented. Currently, of course, just offering a salary at a certain level doesn’t mean an employee qualifies–the job description still has
Today is the 25th anniversary of the passing of the Americans with Disabilities Act (ADA). That long time means that for many people in the workforce, it’s always been in effect, yet there are still problems with implementation. Many people–with and without disabilities–misunderstand the meaning and implementation of
“Thank you for submitting your application. If your qualifications meet our needs, we’ll contact you. Otherwise, we’ll keep your resume on file for 12 months.” If your company has an online application system, every applicant receives an email like the above. Likewise, when someone applies to a specific
Turnover reports. Let’s be honest—they’re kind of boring. But, if you want to be a business that’s responsive to employees and boasts a great company culture, you need to track your turnover. People in small business often say, “I don’t need to track anything! I know the names
Do you operate on gut feelings a lot? You know, when you interview someone for a job and within an instant you know this person is right—or wrong—for the job? What about when you’re making a big decision about a reorganization, or implementing perks that you just know employees will
