The Performance Appraisal Is Driving Your Talent Away

There is a deep divide about the value of traditional performance appraisals. The argument is one of few HR topics elevated to C-suite conversations.

Many organizations use the annual performance appraisal as a tool to inform employees of the value added by their work throughout the year. Often this is the only feedback employees receive from a manager all year.

In 1950 the Performance Rating Act was passed, mandating annual reviews of all federal employees. Over the years, both private and public sector organizations created instruments to evaluate employees and linked bonuses and salaries to these assessments.

The now-traditional performance appraisal with a rating scale, not linked to a competency model or professional development plan, does more harm than good to retain high-performing employees.…

Sabotage in the Workplace Is an Inside Job

Within your organization, workers can sabotage things like meetings or projects. So what can HR do to spot it and stop simple sabotage?

Human resources professionals hear a lot behind closed doors from people at all levels of an organization.

So it’s a fair guess that HR pros have the best view of overall culture and the various subcultures that exist in certain departments. HR leaders know when groups of employees are motivated and when they’re not; they know when a worker’s presence and personality is raising the bar for others and getting them excited about work.

They also know when someone’s performance or attitude is acting as a drag and likely possess excellent techniques to accentuate the positives and curb the negatives.…

Employees jumping ship, but many want to climb back on board

Employees may be leaving jobs at historically high rates, but there’s a silver lining: A big bunch of them come back to their old employers.

That’s the word from a new survey from national staffing company Spherion. About 1,000 full- and part-time workers took part in the research, and nearly one in three (29%) said they’ve returned to a previous employer after leaving for some time. An additional 41% said they were open to being a similar “boomerang” employee.

Why are so many workers open to the idea of returning to a company they once left? Salary was the biggest motivator, but the “the feeling of being wanted” came in second, the survey said.…

A big mistake many hiring managers make in interviews

Research shows many of those involved in the hiring process are making a critical mistake when they meet with job candidates for the first time.

What is it? Relying too heavily on first impressions.

Chances are, some people in your organization are big believers in the sentiment: “There’s nothing like a good first impression.”

The problem is, a University of Toledo study found that first impressions may do more harm than good.

The study revealed that judgments of an applicant within the first 10 seconds of an interview can predict its outcome — and judgments that quick don’t lead to balanced assessments.

What can happen is interviewers can spend the rest of the interview looking for indicators that confirm their initial judgments about the applicant, as opposed to really assessing their abilities, the study found.

The 10 best interview questions you’ll see this year

You can never have too many great interview questions in your back pocket.

Throughout the past year, via in-depth research and conversations with HR Morning readers, we discovered a variety of fine-tuned interview questions top employers are relying on to vet their job candidates.

Here, we’ve compiled the best of the best from the past year:

1. What’s your favorite part of your current job?
(Becca Brown, founder and CEO, Solemates LLC, New York)

If a candidate has something he or she enjoys doing, then the person’s probably pretty good at it.

The answer to this question also gives you an opportunity to see how the candidate will fit in at your work organization (i.e., Do the person’s interests align with your business objectives?), and what they’re looking for out of you as an employer.…

Employees leaving jobs at the highest rate in nine years — here’s why

Are you starting to worry about an increase in employees leaving your organization for greener pastures? A report just released by the DOL might heighten your concern. 

The number of American workers voluntarily quitting their jobs hit a nine-year high in December, according to the DOL’s monthly Job Openings and Labor Turnover Survey (JOLTS).

What’s more, job openings rose by 261,000 to a seasonally adjusted 5.61 million in December, the DOL said. That’s the second highest reading since the agency started to chart those numbers in 2001.

Certainly, increased job openings is a good sign for the overall economy. But that quit rate rise should raise some eyebrows.…

5 biggest reasons employees quit jobs quickly

As you know all too well, it’s hard to hold onto new employees. Thus, onboarding programs were born. The problem is, there are several reasons onboarding may not be working.

In fact, recent research by BambooHR, a software company, found that 31% of people have quit a job within the first six months.

This does not speak well of employers’ onboarding efforts.

To find out exactly what’s going wrong in the onboarding process, BambooHR surveyed 1,005 U.S. employees over the age of 24 to find out what has made them quit jobs in the past and what could be done to improve employers’ onboarding programs.…

Controlling Cost Biggest Relocation Challenge in 2016

International mobility managers are struggling to spend less to move workers around the world, particularly in the United States, the United Kingdom and China. Relocation industry leaders say there are a few ways to save money on what can be expensive investments for a company.

In global relocation service provider Cartus Corp.’s 2015 Trends in Global Relocation survey report, 78 percent of 148 mobility managers worldwide cited controlling relocation and assignment costs as the biggest industry challenge, followed by complying with laws and regulations (62 percent) and dealing with compensation-related issues (44 percent).

The United States ranked as the most challenging country for trying to rein in expenses, followed by the United Kingdom and China.…