Employees at companies that encouraged voluntary staffing and hours reductions during the downturn are more likely to be happy and to be advocates for their employer, a major survey has found.
So, here's the bottom line. I know there are lots of employee relations issues related to telling talent they're a part of the succession plan, but you have to do it. You have the plan (at least partly) for them.
The GFC has caused many baby boomers to rethink their retirement plans, creating opportunities for employers to benefit from their unique knowledge and experience for longer - if they can keep them engaged - says Nola Charkos, corporate consultant for ipac consulting.
The economic recovery will hit employers "like a tsunami", says human capital consultant Anthony Sork. Employers acting too late to stop the exodus of their workers must focus on attaching and on-boarding their replacement recruits.
The economy has focused employees' needs for status and equity outward ("Two of my neighbours lost their jobs; I'm just happy to have mine"), but at some point in the near future they'll return their focus inside the four walls of your organisation and you better be ready...
HR managers must have leadership development programs in place for employees or face the risk of losing them when the economy recovers, a new report warns.
Employees who don't have a clear understanding of "what is expected of them and what they are accountable for" are unlikely to care about their employer's success, says Right Management's Bridget Beattie, who warns that nearly two in three workers are at risk of fleeing their jobs within the next 12 months.
Most employers are forced from time to time to slow hiring, freeze headcounts or make layoffs, but "mature-class" organisations never stop nurturing their talent pools, according to HR analysts.
Corporate social responsibility (CSR) is often perceived as a fringe activity to be sidelined when times are tough, but CSR programs can help a company "thrive" in an economic downturn - providing employers know how to "communicate their involvement", says Manpower's Chris Riley.
