There are two critical steps—for certain—you should take to actually resign: write the resignation letter and conduct the resignation discussion. Of course, there are other potential aspects such as transferring your knowledge to whoever will acquire your duties. Yawn. You’ve already checked out, so let’s skip the boring details in this tasty article. There’s also my personal favorite—the dreaded counteroffer. Don’t get me started.
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When researching for my most recent book, The Hiring Prophecies: Psychology behind Recruiting Successful Employees, I spent considerable time evaluating the leading predictors of recruiting and retention success. That research, which included insight from more than ten thousand employees and two hundred companies over a ten-year span, taught me many things. One
I’ve written before—several times—regarding bosses and their relationships with their subordinates. If you’ve seen those articles, you’re familiar with one of my “favorite” statistics related to that relationship. This particular statistic comes from feedback from more than 11,000 candidates my company milewalk has interviewed: four out of five employees have cited their
Do you remember the days when employees stayed at a company so long they started naming their children after each other? They had dinner at each other’s houses. This is back when they had lunchtime drafts and I’m not talking about the ones that land you in the military. They collected the
At milewalk, we are fully committed to bringing valuable insight to the workforce. Irrespective of your vocation, we believe all companies and individuals can support the growth of our economy. We can help achieve this by elevating awareness of key employment information that will help companies manage their employees more effectively as
There are many ways to dissect the employer’s chicken-and-egg metaphor related to its employees and customers. For many long-standing, successful businesses, most employers can’t reconcile which came first because employees come and go just as frequently as customers come and go. Let’s at least agree that there might be an analogous way
I never considered titling this article The Top 5 Reasons Employees Quit Their Companies or The Top 5 Reasons Employees Quit Their Jobs. Those expressions are often used and technically true, but they are not really true in the most frequent sense. Make no mistake, people quit people before they quit companies.
In an environment of lean workforces and overworked employees, companies face significant challenges keeping their staff motivated. This is a special concern as it relates to top performers. Employers simply cannot afford to lose them. To address these issues, many leading companies are transforming themselves into "Pay for Performance” organizations. The concept
The other day, I glanced at the Bureau of Labor Statistics website. My ever-favorite table (A-4 employment status of the civilian population 25 years and over by educational attainment) shows one of the few numbers that actually helps us make proper adjustments to best serve our clientele. It’s the seasonally adjusted unemployment