5 Ways to Retain High-Potential Millennials

5 Ways to Retain High-Potential Millennials

The millennial generation is generally seen as people born between 1980 and the late 1990s, with some gradation on either side. The older ones have been in the workforce for a few years, and more are graduating from high school and college every year. They are tech savvy and flexible, but sometimes get a bad reputation for not feeling loyalty to a company, or for job-hopping too much. As more companies hire millennials, it’s important for HR managers to be familiar with retaining them. Here are 5 ways to retain high-potential millennial employees. 1. Provide Work-Life Flexibility A 2012 PricewaterhouseCoopers study done with the University of Southern California and the London School of Business found that 71% of millennials at PwC think work demands interfere with their personal lives. “They do want flexible hours, but not so they can screw around,” says Lisa Orrell, a San Jose, Calif.-based leadership coach, author …

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Reach a Diverse Candidate Pool with Mobile Recruiting Technology

Reach a Diverse Candidate Pool with Mobile Recruiting Technology

Increasing diversity within an organization offers multiple benefits that go far beyond simply being in compliance with federal Equal Employment Opportunity Commission (EEOC) regulations. Employees who come from a variety of backgrounds, experiences and cultures often bring fresh ideas and perspectives to a company – contributing to its ability to innovate and succeed in the long-term. What are the best ways for HR leaders to connect with a diverse pool of appropriate candidates? Organizations still relying on traditional technologies and methods could be using dated, less effective approaches. Instead, employers need to be aware of data showing that minority populations in the U.S. are currently accessing the web in record numbers, primarily from mobile devices. Simply put, companies can now quickly find and meet many new candidates where these potential employees are – on their mobile devices. What the Research Shows Pew surveys reveal that both African Americans and English-speaking …

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Challenges of Managing Certificates of Insurance in Real Estate

Challenges of Managing Certificates of Insurance in Real Estate

Managing certificates of insurance represents a big challenge for real estate and property management organizations. When property changes hands, for example, there can be a lapse in coverage, and that can mean a big risk for the new owner or manager. “Insurance is one of the primary mechanisms for managing a property owner’s downside risk,” says Marc Cook, senior managing director of client services at Crossman & Co. “These documents provide evidence that tenants and vendors have proper insurance coverages in place, and in sufficient amounts, to financially protect themselves, the property owner, and other applicable parties if an incident should occur which causes harm or loss to a guest at the property.” These are some of the top challenges involved in managing COIs in real estate. Acquisitions and Management When a property changes hands or new management takes over, it’s easy to lose track of COIs.  Buyers must make …

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Challenges in Managing Worker’s Comp EDI

Worker’s compensation reporting requires massive coordination between health plans, state jurisdictions, health care providers and other stakeholders. Regulations, health and data privacy laws, and lack of consistent standards across jurisdictions can make reporting a hassle; that increases costs to the system while making it difficult for people to get the help they need. Worker’s comp electronic data interchange (EDI) provides a standard to keep all the information in the same format and flowing smoothly. “It’s an invaluable resource to have the ability to compare data nationwide and be able to understand how we can be more efficient and effective with the worker’s comp system,” says Gregg Lutz, director of standards development and outreach for the International Association of Industrial Accident Boards and Commissions, which looks for ways to increase standardization of worker’s comp EDI across jurisdictions while maintaining data privacy under the law. Here’s Lutz’s take on the challenges in …

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The Progress Principle

The Progress Principle

When Teresa Amabile, professor of Business Administration and a Director of Research at Harvard Business School, and developmental psychologist Steven Kramer conducted research to learn what makes people not only come to work but also drives them to stay and perform at their best, they found the answer surprising. Employees weren’t engaged and happy with their jobs because of high salaries or on-site perks like state-of-the-art athletic facilities or even free food. Instead, they found that motivated and downright joyful workers had satisfying inner work lives. What does this mean specifically? In their book The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work (Harvard Business Review Press), Amabile and Kramer explain that great inner work life is about the work, not the accouterments. “It starts with giving people something meaningful to accomplish… It requires giving clear goals, autonomy, help and resources – what people need to …

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