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If you haven’t experienced it in your own company, perhaps you’ve heard news reports about the Great Resignation. Employees are leaving their jobs in droves; some for competitive companies and some for entirely new industries. How can we keep our top talent?

It’s no secret that 2020 and 2021 have provided a lot of disruption. As everyone

If you’ve waited this long to create a “Total Rewards” program that recognizes and rewards your employees in order to keep them more engaged at work, it’s ALMOST too late!

The effects of the pandemic have come at employers in waves, and some of the largest and most disruptive waves are still on their way. As Gallup points out in this article, employees these days have more options than ever and one of those options for many is simply to retire.

Look around your organization and you’re likely to see the early effects of retirements (and turnover as a whole) and ask yourself, “How much does it cost the company every time we lose a valuable seasoned employee?”

If you have never put a properly structured employee recognition/rewards program in place, you’ve lost the opportunity to blunt this first wave, but if you put one in place now you can at least stem the losses going forward and set your company on the right path for the future.

The 'Great Resignation' Is Really the 'Great Discontent'

Earlier this year, legislation was introduced in Congress that would have effectively banned independent contractor classifications under federal labor law. Those in the incentives, rewards & recognition marketplaces would have been adversely affected.

Because we’re in the business of helping companies improve business, we are especially skilled in structuring effective employee programs that improve engagement, increase sales and achieve other metrics and improve business in general. (There are many reasons why improving employee engagement is beneficial.) This recent article suggests that some company leaders may be unclear about the difference between corporate gifting and properly structured employee incentive, recognition and reward programs.

Rewarding and recognizing employees is more important than ever as employers struggle to keep employees motivated and engaged in a work-from-home environment. Reward choices matter. In any economy, the right rewards can make a lasting impression on your workforce and increase the return on your program investment.

This year has been a challenge for most businesses, and especially for HR managers as companies transition to a work-from-home workforce. We’ve discussed the trends in marketing next year; here are some trends that experts predict we’ll see in 2021 for human resource professionals:

It is an understatement: 2020 has been a crazy year! Many organizations have moved to a work-from-home model. Workers are finding themselves balancing their work schedule with that of their spouse and kid’s schoolwork. The fight for the computers and laptops is likely settled by now. For 2021, what is keeping marketers up at night? Here are some marketing trends to watch in 2021:

Environmental, social, and governance (ESG) criteria are an increasingly popular way for all stakeholders, not just investors, to evaluate companies. Many mutual funds, brokerage firms, and robot-advisors now offer products that employ ESG criteria. ESG criteria can also help investors, employees, contractors, and others avoid companies that might pose a greater overall risk due to their environmental or other practices. What can ESG criteria mean for your business?