Metrics that matter: salary average and salary change

We work hard for the money, don’t we? It’s almost impossible to talk about work without bringing up salary. What we’re paid is supposed to be representative of our employer-defined worth—and, on a larger scale, how the employer values their workforce. Salary average and salary change are both important HR metrics for measuring how the workforce is compensated as a whole, or in large groups. For companies competing for talent—we see you, EPD recruiters—salary average can help you understand your market position for recruiting. And for those fighting to retain…

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How to create a more effective meeting culture using agendas (plus templates!)

HR leaders hold unique power. You can influence every part of your organization and its culture—and its processes, including meetings. Running effective meetings is always important, but especially in our new video-call-dependent work environment. Your influence on organizational culture puts you in the position to create an inclusive, productive meeting culture, one conducive to helping employees communicate, collaborate, and connect. Allow us to introduce the meeting agenda: a tool for reducing meeting creep and Zoom fatigue, ensuring that all voices in the meeting are heard, and keeping meetings on track.…

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HR metrics that matter: employee growth rate

In this strange world, where it can feel like we’re treading water trying to stay afloat day by day, it can be hard to imagine planning for the future. Lockdowns begin, lockdowns end, and after seeing our world come to a screeching halt once already, who knows what the future holds? But to keep our heads above water, we need to make an effort. We need to keep looking ahead and do our best to plan for an uncertain future. Employee growth rate is an HR metric measuring your company’s…

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Performance management needs to include learning and development

Why do we work? Most of us need a source of income, sure. But what else?  We want to develop passions and interests; meet like-minded people; grow our knowledge and skillsets. Grow as people. That’s why our jobs are usually more than just what we do for a few hours a day—they’re part of our lives and identities. And when we feel like we’re growing and developing, we’re more likely to stick around at our jobs, perform better, and achieve better business outcomes. According to a study published in the…

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3 reasons you should prioritize employee recognition

When your focus is building successful teams that work together as a seamless unit, it might feel counterintuitive to single out employees for their accomplishments. But to keep every part of your team moving, you need to address each of them individually. Employee recognition is the act(s) of publicly and privately acknowledging individual achievements, and it's critical to increasing your business' bottom line. Here's how. Recognition and engagement are tied Engagement is known to be an important element of culture, productivity, and ultimately bottom-line results for your business. How does…

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A metric that matters: salary range penetration

What should you be getting paid? It’s a tough question to answer. From the dreaded job application question about your preferred salary to annual or biannual salary reviews, however, you’ll have to assign a dollar value to your work. Too high and you risk losing everything; too low and you risk underselling yourself. How do you know what’s right? Working in HR, you’re in the position to make sure all of your people are being compensated fairly and equitably. Understanding each employee’s salary range penetration will help you do that.…

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What’s the connection between onboarding and retention?

Get this: 64% of employees are likely to leave a new job within their first year after having a negative onboarding experience. I bet that shocking number makes you think about your organization's onboarding experience and how your employees respond to it. Our latest study of the state of employee onboarding, as told by 1,000 employees across the United States, gave us insight into what employees hope to get from onboarding and what they need from us in order to succeed. Here are our three major findings: #1: Employees feel…

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Hibob succession planning metrics

Metrics that matter for succession planning

Every employee matters. That’s why we invest so much in recruitment and retention: because we know that every talent we bring in is valuable. So, when an employee departs, whether voluntarily or involuntarily, they’ll leave a hole—responsibilities that need to be covered to keep the business running smoothly. Succession planning, defined by SHRM as “a focused process for keeping talent in the pipeline,” is a safety net for your organization. Investing in succession planning is an investment in your people and teams, building an action plan that will last long…

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3 company best practices for increasing remote work productivity

Staying productive in the age of distraction is a constant struggle—especially when the kitchen is a few steps away. How can we get anything done when we are always being interrupted by push notifications and barking dogs? It's possible, but to get everything done we have to become more aware of how to structure our time. To help your remote teams stay productive, you can work on a company level to create a more supportive culture. Adopting these three practices will help your people across the organization stay motivated, engaged,…

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10 ways managers can build culturally-safe teams

As organizations around the world increasingly recognize the importance of engendering healthy culture in the workplace, cultural safety has become a vital part of the conversation. For employees to be motivated and productive, they must feel recognized and valued for their unique and diverse identities.  Cultural safety enables employees to flourish, regardless of race, religion, gender, physical or intellectual differences, or sexuality, and creates opportunities for each member of an organization to put their best foot forward, every day.  Managers are the gatekeepers of cultural safety, and, by extension, of…

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5 ways to keep your HR career going and growing

Feel like your career is stalling out? It's natural. Maybe you've been in your company or role for too long; maybe you don't have the kind of clear growth path you need to feel like you're making moves. But feeling stuck is dangerous, and it can become a self-fulfilling prophecy. Career growth is closely tied to engagement; chances are, if you're feeling out of touch with your best career self, you're feeling distanced from your organization too. Taking advantage of these five tips will help you get back in your groove,…

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6 steps to creating a diversity and inclusion committee

Is your organization ready to take diversity and inclusion programming to the next level? Building a diverse and inclusive workforce has a measurable impact on your business: more productive teams, increased engagement, stronger loyalty, and quantifiable bottom-line results. Diversity and inclusion efforts often start with diverse recruiting, to build stronger teams, but once those teams are created there’s much more work to be done. One way to build a strong, more inclusive culture is to create a diversity and inclusion committee: a guided group of employees working together on D+I…

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Metrics for measuring work-from-home happiness and productivity

Moving from shared offices to working from home is a big transition demanding thoughtfulness and attention to the smallest details. From hiring to firing, every HR process needs to be redesigned to fit this new reality. Redeveloping your onboarding process, rebuilding your performance management, and helping your employees maintain work-life balance is only the beginning. Because once you’ve done it all, you have to take the next step: reviewing the data, drawing insights, and figuring out what your work was worth.The impact of work from home on your teammates can’t…

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How to help your employees understand their workplace rights and protections

The traditional workplace model was hierarchical, inflexible, and authoritative, and some organizations still cling to it. But, for many companies, modernizing and staying competitive means embracing a culture of open communication, collaboration, flexibility, and mutual respect.  So how can you tell if your workplace is prioritizing cultural safety? This is not about protecting basic rights and avoiding litigation: it’s about going above and beyond the law.  From HR’s office you can do your best to help and support employees, but they need to know their rights: what they can ask…

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Who cares about time-to-hire—and how is it different from time-to-fill?

When talking about recruitment metrics, time-to-hire and time-to-fill are two of the most important—but they’re not the same. While time-to-fill speaks to organizational politics and needs, time-to-hire is about the recruitment experience. Time-to-fill measures the amount of time between deciding to open a new role and signing a contract with a new hire; time-to-hire is the amount of time between a job’s first applicant and signing a contract. Let’s get into: The crucial differences between time-to-fill and time-to-hireHow to measure time-to-fill and time-to-hireHow these metrics will help you tighten up…

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