The Department of Labor’s (DOL’s) top job-training official told a Congressional committee that at least $1.1 million was “misapplied” from congressionally appropriated apprenticeship funding. He said the error has been corrected and won’t happen again.

Employers seeking to hire foreign guest workers under the H-2B visa program will no longer be required to post advertisements for those seasonal jobs in print newspapers, nor will they have to post their job ads online—the federal government will do it for them.

Even as some surveys show that about 65% workers in North America say they aren’t actively looking for a new job, many of them also report they are not engaged at work. But that doesn’t mean you can relax with your employee retention efforts.

Most of those folks are probably sticking around because they are uncertain
about which way the economy is headed.

But, since they aren’t getting a lot of satisfaction working for you, they
are open to other opportunities that might come around.

At the same time, your company and your competitors are trying to make the
most of the current economic upswing while it lasts and are still hunting for
the best workers.

That creates a double-edged employee retention problem for employers.

Many workers you might not miss aren’t feeling very loyal and are sticking around
just for the paycheck. They’re bored but safe. As soon as things look promising,
they’ll be back on the job websites.

Worse, while they are at work, they are creating an atmosphere that drags
co-workers down into the same “meh” attitude.

Meanwhile, retaining your top performers remains a challenge as they’re still
seeing offers interesting enough to make them jump ship.

The good news is you can attack both problems using the same tool – an
effective and sustained employee recognition program.

Even better news? Employers who’ve invested in employee recognition programs and technology to support and measure those programs say they can quantify links between recognition, engagement and employee retention.

By the numbers

Let’s get the bad news out of the way first.

In a survey conducted by leadership training company OGO Lead, 82% of employed Americans said they didn’t feel their supervisors regularly recognized their contributions.

That tracks pretty well with findings from recognition platform vendor
Acheivers – only 9% of the workers they surveyed ranked their managers
“awesome” at recognizing their contribution.

But 26% of those same workers ranked recognition in the top three factors
for staying in their job and about 20% pointed to a lack of recognition as the
main reason they’d consider leaving for a new job.

And the folks who are staying put but doing just enough every day? OGO
reports 40% of workers they surveyed said they’d put more energy into work if
they were recognized more often.

What does that mean in dollars? A Gallup study put the cost of employee disengagement at work at $960 billion to $1.2 trillion in lost productivity a year in the U.S. alone.

The business analysis and advisory juggernaut has more bad news: Replacing
an employee who quits runs from one-half to twice the person’s annual salary,
bringing the cost of “voluntary turnover” at American companies to $1 trillion.

Astounding figures sure to get anyone’s attention. Even so, dollar figures
that start with a T are pretty abstract.

You’ll need more grounded numbers to get leadership’s support to launch and
sustain an employee recognition program that’ll help stem turnover at your

Critical factors: support from the top and bottom-up recognition

Here’s some information that will help you make your case that recognition is key to employee retention:

A midwestern grocery chain needed to stem the brutal turnover rates typical
of the retail industry. With more than a hundred locations following a series
of acquisitions, however, it knew that running different programs at each store
and warehouse was never going to be affordable — or effective.

To justify the investment required to build a program, it needed to develop
a centralized, standardized program.

That would help all employees understand that employee recognition was a
core part of the company’s culture and mission.

They would all use the same tools to recognize each other and to see how
colleagues’ work was helping drive the business.

By elevating and praising great work, the program helped to drive co-workers to emulate their colleagues and strive to be recognized themselves.

The company appointed corporate and local champions with responsibility for
making it a success.

Engaging workers and the CFO

And that went both ways – keeping the program fresh and workers engaged and
sustaining executive buy-in over the long term.

To keep the investment coming, the employee recognition program had to be
connected directly to business goals, results and strategy and be able to
change along with them.

The program champion told an HRMorning webinar audience that, for an employee recognition program to elevate a business in a meaningful way, it must be continuously tied to the overarching goals of the business.

And the champion, usually an HR pro, has to have a seat at the strategy table.

“It’s mission critical for the program champion to not only understand the
entire landscape of the company but to be connected to what’s going on,” she
said, “so you’re really able to constantly re-evaluate what’s relevant to the
business that recognition could help drive.”

In addition to giving employees a great way to recognize each other for
great work, the retailer solicits feedback from employees and incorporates
their ideas into programs as much as possible.

The company has also made training on the employee recognition platform a required part of their onboarding process.

And it evaluates managers based on the percentage of direct reports who are
active on the platform and the percentage who receive recognition over the
course of the year.

Showing results in engagement and retention

When it was time to convince leadership to keep investing in employee
recognition, metrics are the key.

For this retailer, teams receiving more frequent recognition have better engagement scores.

Teams with positive engagement scores say they feel more valued through that recognition.

And teams who say they feel valued lose fewer workers to voluntary turnover.

HR is able to show that, when recognition goes up in a location, engagement scores
go up and turnover goes down. Recognition equals retention.

As a specific example, company metrics show that, at locations where managers recognize 1.8x more than their counterparts, the company sees up to 40% less turnover.

And by sharing the data across the organization, managers can see how they
stack up and take steps to increase recognition and improve retention.

“They can look at all the other data including this recognition data for those locations and recognition tends to be something that they can easily control,” the company champion explained, “They can easily put a campaign together and help drive retention at their location. So it’s something that they have a lot of control over that makes a big impact.”

Best practices drive best results

This is just one company’s experience, but it highlights a number of best
practices for leveraging employee recognition to improve retention:

  1. Tie employee recognition programs to business goals, results and strategy
  2. Find a champion who can manage the program and keep leadership committed. You can’t launch it and leave it
  3. Use the employee recognition program to drive desired behavior across the organization – what’s recognized gets repeated.
  4. Measure and quantify the return on your employee recognition program investment. Employee recognition drives engagement. Engagement drives performance and retention. And that translates into making and saving real money.

The post Retention drives employee recognition ROI appeared first on HR Morning.

Many employees plan to shop online while at work during the holiday season. This means employers should have a plan to navigate the next few weeks to maintain productivity and minimize disruption. Here are three things employers should consider during this time.

With each passing day, the HR industry is under more pressure to get things right. That’s why it’s so essential to keep abreast of what’s new in the marketplace and where HR tech tools are heading. 

Different tools and applications for recruiters and HR are more valuable than never. Hundreds of platforms have been created to improve productivity and to automate HR processes. We have compiled a list of 7 super HR tech tools that will definitely make their lives easier.

Ready? Let’s get started

Textio Hire

This application solves the problem that almost everyone faces in recruiting: poorly written vacancies. The main feature that the system offers is the ability to identify patterns in the language, helping the company better communicate with candidates and thereby improve business results. Textio Hire shows you words you need to use to attract people you want to hire, using language that reflects the very best of your values and culture.

Hero jobs

If you use Instagram, you probably know that Stories are very popular now. To everyone’s surprise, Stories captured not only social networks and messengers but also working applications. How about sending short video messages instead of annoying cover letters? Recruiters will be able to attach short, minute-long videos about their company and upcoming tasks to each candidate, thereby strengthening their HR brand.

Academy Ocean

All this became real with
Heroes Job app. It is positioning itself as a platform where students can find
internships and a first place to work, and startups will select young talented
employees who are open to novelties and an informal style of communication.

The best way to onboard a
new employee in the first month is to make the onboarding process automated.
Have you noticed that recently medium and large enterprises started creating
and using employee onboarding academies? With the help of AcademyOcean, you
will be able to create such an academy. 

Employee onboarding academies are sort of closed portals where the knowledge is stored. Academy may contain both formal information (description of basic processes, checklists, and instructions) and essentials for a beginner – mission and vision of the company, corporate culture, traditions, etc.

If you count the company’s expenses for the onboarding of each newcomer one-on-one, you will get a considerable amount. Automated onboarding academies will help save a sufficient number of person-hours.

Crystal Knows

It is a super handy extension for Google Chrome, which will help you find an individual approach to each candidate. It analyzes the profile and activity of the candidate on LinkedIn, Facebook and other social networks. Consequently, it tells how to address him better and what content of the letter he will appreciate. You can also have a grasp of the type of person’s personality and his preferences and fears.


Sounds good, right?

With this application, you will never forget what the name of the new employee is, what your boss’s niece loves and when you need to congratulate your colleagues. You can add information from any device, view your “database” before meetings and receive notifications, so you don’t miss anything.  


Krisp allows you to
minimize ambient noise during voice and video calls. This free application
works with Skype, Slack, Zoom and many other services for online calls and

Using this application it will not be a problem to handle an interview at the airport or on the street. 

Block Clock

It is one more extension for Google Chrome that
blocks the social network for 25 minutes. It saves on days when it is very
difficult to concentrate on work.

So, here were seven tools that will definitely make HR’s life easier. I think everyone will find some useful apps for themselves to optimize their working processes and to make their work more pleasant and productive. 

The post 7 super HR tech tools that’ll make your life easier appeared first on HR Morning.

It’s that time of the year again. Cyber Monday — the first work day following the Thanksgiving break — is expected break online shopping records. In 2018, retailers saw a 20% increase in Cyber Monday revenue as consumers spent over $7.9 billion on online transactions. Surprisingly, Cyber Monday has begun to outpace Black Friday, which only generated $6.2 billion in revenue.

So, business is good, growth is strong and you’re ready to hire your first HR leader. That’s great news. Congrats!

Now comes the hard part.

This column is not meant to help those looking for their first HR hire, which is generally an individual added by small to medium-sized business when transactional items like payroll and compliance overwhelm an office manager or similar administrative employee with another job to do.

That was your first HR hire. You’ve likely made that hire at least a year or so ago. You thought that person was going to shore up your recruiting issues and get to needed projects in performance, training and other areas. You were wrong.

So here we are. You just posted an opening for an HR manager/director — your first HR leader. If you’re going to invest the money, you need the person to innovate and deliver the return in all your areas of need related to talent.

Finding the right hire in this situation is hard, and misses occur often. Here are ideas to assist in your search:

Experience matters, so prepare to dig. If you’re looking for someone to come in and build your next-level HR platform, you’re going to need to make sure they’ve done it before. The biggest lie the devil ever told the world about HR is that titles equate to ability. That’s not only false in the world of HR, it’s dangerous.

There’s a high degree of variability across HR manager/director candidates. To ensure you end up with what you need, pick your top three HR areas of need, then prepare to interview candidates purposefully on how they have built strong programs in those areas.

Ask candidates to bring a portfolio of examples of their work in each domain. Make sure the experience is real, not hypothetical or you’re going to be less than satisfied in under a year.

Company size of current and past employers is important. As a growing company, you’re going to be naturally attracted to HR leaders in small companies. While that’s one path to success, you shouldn’t discount HR pros who want to downshift from a mega-company existence to the SMB life.

There’s a high degree of variability across HR Manager/director candidates. Pick your Top Three areas of need, then interview purposefully.

Big company HR pros have the benefit of growing up with great tools and resources in the areas important to you. The best ones (who are a motivational fit for life in a smaller company) can use that experience to build your HR platform in a meaningful, progressive way.

Consider recruiting backgrounds as an alternative. Most growing businesses seek to add their first HR leader at around the 100-employee mark. You’re likely adding this leadership team member due to growth, which means recruiting is almost always a pain point. For best results, look to add candidates to your hiring process that have been pure recruiters in their past in addition to holding pure HR positions. Interview to understand their success and satisfaction in the former recruiting role. If your first HR leader has past success as a recruiter and enjoyed that life, you’ll be set up for success.

Of course, all of those tips are related to candidate backgrounds and what you’ll see on résumés. To truly win with your first HR leader hire, you’re also going to have to be brutally honest with yourself related to your company environment and the behavioral DNA you need in a candidate that provides the best match.

My new book, “The 9 Faces of HR,” digs deep into the behavioral DNA of HR pros. Here’s the must-haves I’d recommend for anyone seeking to hire their first HR leader:

Quick on the draw. Taking in large amounts of data/feedback and making quick, accurate decisions is key. Things move pretty fast at a high-growth company, and the right candidate for you will need to match the speed.

Fearless. Your new HR leader needs to be naturally inclined to deal with challenges head on. The right candidate for you will have a bias toward action.

Loves chaos. Let’s face it, you have a cool company but it’s a freak show, as all high-growth organizations are. The right candidate is going to view chaos as a ladder, not a barrier.

Successfully hiring your first HR leader is about finding a candidate in the sweet spot — the intersection of hustle, hard work, innovation and the ability to create product and services others will use to move your company forward.

The right one is out there, but only if you go into the search with a clear plan of what you are looking for. Don’t settle!

​Certain private employers and federal contractors were required to send EEO‑1 Component 2 pay data—broken down by job category, race, sex and ethnicity—to the federal government this year, but the Office of Federal Contract Compliance Programs (OFCCP) recently announced that it doesn’t intend to review the information.

An Australian bill would protect employees who engage in an “industrial action” for the purposes of opposing climate change.

Employers turn to benefit brokers for help in selecting health and other insurance coverage that’s affordable and meets employees’ needs. It’s critical, however, to ask the right questions when selecting a new broker or evaluating the services of existing advisor.