Summary of the article “Do college Sports Affect Students Grades A Defense of the NCAA” free essay sample

â€Å"Do school Sports Affect Students Grades? A Defense of the NCAA† by Megan Greenwell contends about whether school sports influence evaluations of the understudy competitors or ordinary understudies and whether universities would be in an ideal situation without university sport. Megan Greenwell as she would see it on the accompanying point and gives a few contentions for having university sports. In this article she is contending about the association between the evaluations different understudies are getting and their contribution in university games (football for this situation). Her conclusion on this sort of association is clear and direct. She is portrays the contentions for and against university sports as â€Å"paternalistic and silly. † The creator is contending with affirmation given by a trio of financial specialists which inspect the connection between a university’s accomplishment on the football field and its students’ grades dependent on the exploration made by 3 investigates who are setting up an association between terrible evaluations and their group dominating matches. We will compose a custom exposition test on Rundown of the article: â€Å"Do school Sports Affect Students Grades A Defense of the NCAA† or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page She is giving a contention dependent on her school experience fundamentally saying â€Å"I can guarantee specialists that we discovered different reasons to imbibe† and she is giving extended realities from the report made by these 3 investigates. The examination proposes that different understudies will be more â€Å"predisposed† to confront challenges in school when â€Å"major distractions†, for example, university football, are included, which helps Greenwell to demonstrate her point that association among evaluations and game occasions is doubtable and understudies who are not battling with class won't be battling with classes regardless of whether their group is winning. The writer in her article additionally talks about whether to dispose of athletic grants or not to make all understudies approach and dispose of the â€Å"paying† factor, which can be viewed as option of pay for the expert competitors. She dismisses this contention by raising the way that the demonstration of light of athletic grants would significantly influence by far most of the NCAA competitors who have no money related advantages, proposing that the greater part of those competitors will not, at this point have the option to go to school because of budgetary limitations forced by such activities. She expresses that permitting understudies to take this monetary help bodes well than simply dispensing with their chance to play and even investigation in school. Rather than forcing incredible limitations upon understudy competitors and constraining them to pick among scholastics and game, Greenwell is contemplating the approaches to help understudies competitors to prevail in the homeroom. She claimsâ â€Å"getting genuine about their scholarly presentation, even to the detriment of training time, is a superior reaction than compelling â€Å"student-athlete† to pick between two. † In the last piece of her article, the writer reasons that university sport is a door for some understudies to communicate their energy and enthusiasm towards the game, regardless of whether â€Å"going pro† isn't a choice, which demonstrates the principle thought of the entire article, which is attempting to accomplish a parity of how to invest time between scholastics, sport and other significant parts of school life.

Aspects Of City Life

Parts Of City Life # 8211 ; Crime Essay, Research Paper Parts of City Life # 8211 ; Crime. Various points can be taken regarding offense in the city, and farther to this, the main subject can be separated into littler nations. I have directed two kinds of research ; Essential # 8211 ; Interviews and so forth. Auxiliary # 8211 ; Named Beginnings. The request of offense and how it influences a city is perhaps best put to those individuals that have either lived in a city for their entire lives ( along these lines cognizing what the offense resembles in the nation ) , or to those that have moved to a city from a town or modest community ( in this manner having the option to do a contrasting between the sorts of offense and their disagreeableness in the two home grounds ) . A city, aside from holding an incredible exchange more stores, metro and recreational comfortss, and dim life will other than hold a lot more individuals # 8211 ; individuals that need somewhere to populate, expecting enormous compasses of housing domains and other private nations. In Sunderland # 8217 ; s occurrence the entirety of the above are valid, and, similarly as with numerous different metropoliss over the state it has a huge student populace. There are two Centers of higher guidance in Sunderland # 8211 ; the college, and the school, both with enormous memberships. Albeit both have been built up for a piece now, it was simply sensibly late that the old Polytechnic accomplished college position. This has non just expanded the size of the college in footings of effects yet adjacent to the figure of understudies go toing it. This in this manner implies that the general size of Sunderland has expanded, including the Numberss of stores, nines, recreational exercises what's more houses. An incredible exchange of individuals in Sunderland accept that their neighborhood cantinas and nines have been # 8216 ; taken over # 8217 ; by understudies and from the outset there was an extraordinary exchange of apprehensiveness and strained quality among local people and students, every now and again following in fierce battle. This despite everything exists except to an a lot littler ex collapsible safe house. Notwithstanding, something that can be associated with this is the robbing and thievery that happens to a little minority of understudies. Clearly offense happens everyplace, no issue where you live, however students are viewed as simple stamps because of their introduction, each piece great as the way that they have cash and important possessions. The disagreeableness of a portion of the surges has been with the end goal that casualties have required stretched out clinic mediation because of the damages they have supported. Security ventures at specific lobbies of residence have been addressed after a few surges happened in regularly safe milieus. The most surprising aspect of rough offense in this nation is that it despite everything happens, regardless of expanded policing and exhortation to students sing how to thwart it. Certain regions are unconventionally dangerous and convey high degrees of offense, yet the activity can as often as possible be pin-highlighted people, taking out of hopelessness for a combination of grounds. This leads me to the central purpose of my picked subject. The point of convergence of my exploration will be upon offense against understudies, predominantly in light of the fact that I can use essential grounds ( a few of my companions have been robbed ) and in an introduction, be it sound, visual or both, it would, in my opinion, be all the more stunning and at a similar clasp transport a preventive message. I have certain individuals in head to meet that have been casualties of offense that will help the introduction convey sway. The places of the general masses would other than be important to my examination thus I intend to move out an autonomous investigation to recognize the places of neighborhood individuals. By making this it will plan that I am non taking one side or the other ( students or neighborhood inhabitants ) however an apathetic situation upon offense in the nearby nation, the grounds it happens, and compounding condition of affairss. It will be dependent upon the crowd to make up ones brain whether or non understudies ar e disgraceful oppressed, or whether local people fairly bring the statute into their ain authorities.

Financial groups Essay

Today, Barclays is one of the most impressive money related gatherings on the planet. Be that as it may, its beginnings can be followed back to a significantly more unassuming business, established over 300 years prior in premises near the Group’s worldwide central command in the core of London’s monetary region. In the late seventeenth century, the avenues of the City of London were loaded up with goldsmith-financiers, who furnished rulers and dealers with the cash they expected to support their endeavors far and wide. One such business was established by John Freame and his accomplice Thomas Gould in Lombard Street, London, in 1690. The name Barclay became related with the organization in 1736, when James Barclay †who had hitched John Freame’s little girl †turned into an accomplice. Private banking was regular in the eighteenth century, brokers would keep their clients’ gold stores make sure about and loan to credit-commendable traders. By the 1890s there were approximately 100 private banks. In 1896, 20 of these organizations met up to shape another joint-stock bank. The main accomplices of the new bank, which was named Barclay and Company, were at that point associated by a trap of family and business connections. The new bank had 182 branches, predominantly in the East and South East, and stores of I 26 million †a considerable aggregate of cash back then. It extended its branch arrange quickly by taking over different banks, incorporating Bolithos in Cornwall and the South West in 1905 and United Counties Bank in the Midlands in 1916. In 1918 the organization †presently Barclays Bank Limited †amalgamated with the London, Provincial and South Western Bank to get one of the UK’s ‘big five’ banks. By 1926 the bank had 1,837 outlets in its own name. The advancement of today’s worldwide business started in 1925, with the merger of three banks wherein Barclays held offers, the Colonial Bank, the Anglo Egyptian Bank and the National Bank of South Africa. The new Barclays Bank had organizations in quite a bit of Africa, the Middle East and the West Indies. Its name changed to Barclays Bank DCO in 1954, in light of changed financial and political conditions. It became Barclays arrangement to decentralize, away structure London setting up privately settled banks, and 1985 called Barclays Bank. Today’s Barclays has enormous worldwide quality and a notoriety for being first with imaginative items and administrations. Starting at 30 June 2000, staff overall comprised of 70,300, of which 52,300 were in the UK. Today, Barclays has five business groupings that are overseen as universal organizations, reflecting changing client needs and the improvements occurring in worldwide money related administrations. Barclays makes an immediate and huge commitment to the prosperity of the UK economy. The financial division represents around 4. 2 percent of the UK’s national yield. In 1998, the money related industry contributed I 4. 6 billion to government incomes in standard enterprise charge. Barclays alone paid an aggregate of I 533 million in charges in 1998. Around 30 million exchanges are handled each day through UK clearing frameworks. The quantity of ways it is conceivable to get to monetary administrations is significantly expanding to serve clients. Phone banking, expanded openness to money machines, implies that a huge number of clients can utilize banking administrations 24 hours every day. Interest for these administrations is ascending as a choice to branch-based banking and, as a result of this the quantity of conventional spread will keep on declining. Because of the conclusion of branches there has been a decrease in the quantity of occupations over the financial area. Explanations behind Change and Actions Taken The primary explanation behind the change is the changing needs of the customers. More individuals are working know, having busier existences with longer days and voyaging more and requiring moment access to cash without queueing and pause. Client tastes are getting progressively assorted, while a few people need the promptness of 24 hour electronic access to their cash while others despite everything incline toward individual, eye to eye administration from clerks. Having seen that individuals need progressively moment access to their cash Barclays have set up more than 25,000 ATM’s, extended their phone banking administration and offer the universes driving web banking administration. They brag measurement of: â€Å"One million clients have pursued our phone banking administration. Our call places get 25 calls each moment. † â€Å"The number of money machined accessible to clients had more than trebled in the previous five years. † â€Å"Barclays internet banking has pulled in excess of 450,000 clients since it was propelled in1996† Barclays needs to keep its administrations in the open enthusiasm as they face genuine rivalry from global financial partnership, grocery stores offering money back, and even vehicle makes can offer financial administrations. Over the most recent six years the all out number of Mastercard guarantors has dramatically increased. The ongoing advances in innovation, especially computerized data, imply that a considerable lot of the new rivals in the money related market don't have to keep up an across the nation chain of branches. It is conceivable, and a lot less expensive, to offer budgetary types of assistance via phone, PC or web. Because of the expansion of rivalry it has been significant for Barclays to intend to lead the path for banking later on, and furthermore for them to be cautious that they handle their clients needs and desires. Perhaps the greatest test for every monetary specialist organizations is to build up another age of progressively modern, adaptable items and administrations. Clients need and require straight forward simple access to their money, regardless of whether it be through a money machine, over that telephone or the money work area. At Barclays it is feasible for clients to picked what sort of records they need, for instance across the board accounts, for example, those offered by Virgin One and Mortgage Trust or they can settle on investment accounts from building social orders and insurance agencies. Conventional financial suppliers are offering further developed current records. The quantity of clients picking Barclays further developed current record is expanding. Administrations, for example, web banking unbelievable ten years prior, are presently offered as standard by most banks. Barclays has a long history of development. They were the main bank on the planet to introduce the money gadget, this was situated at their Enfield branch in 1967 having recently propelled the principal charge card in Europe in 1966. In the 1980’s they presented the UK’s first charge card. In October 1998, Barclays turned into the main bank to present moment banking, and to permit the charge card to offer client access to their present record and Visa subtleties via telephone. Barclays understands that to stay aware of rivalry that they should proceed with their long history of interest underway and administration development, increment the utilization of the innovation accessible to them, ie the web, web based business and telebanking. They additionally propose to give business clients full euro abilities and offering their own financial clients a significantly more extensive scope of adaptable reserve funds, home loan and advance plans. Barclays has spent over I 10 million on client inquire about projects in 1999 to guarantee that they have a top to bottom comprehension of the requirements of their clients and their desires. In absolute they overviewed mutiple. 7 million individual clients during 1999. They found that clients were commonly happy with their money related specialist co-op. Clients said that they viewed Barclays as strong, sheltered and dependable as far as the assets and business they endowed in them. Anyway it was seen that clients needed an improvement in the balanced help and for singular conditions to be generally welcomed. Having heard this Barclays reacted by propelling a progression of activities, a large number of these included better utilization of client information permitting them to foresee clients needs and permitting them to pre-support advances, overdrafts and home loan courses of action. Barclays plans to make a commitment to the network, in September 1999 they declared recommendations to contribute I 100 million to another provincial Venture Capital Fund, offering advances to developing organizations that can't increase ordinary bank financing, this was a piece of Barclays intend to advance monetary recovery. Barclays has likewise evolved three national sponsorship programs, these incorporate, Barclays New Futures, this is the biggest instructive sponsorship plot worth I 8 million more than eight years, run related to Community Service Volunteers. Barclays Sitesavers, this is the biggest ecological recovery sponsorship worth I 3 million more than six years, this is an association conspire with Groundwork, they are intending to transform forsaken land into in to parks, gardens, play territories and sports grounds. Barclays Stage Partner plans to permit individuals who in any case couldn't stand to go to the theater, it will cost Barclays an aggregate of I 4. 5 million more than six years. Anyway for Barclays to stay aware of rivalry in the thousand years it was important for them to enlarge their market and a merger with the Woolwich was proposed. Both the CEO of Woolwich and Barclays understood that they had a common way of thinking, system and vision, just as their perspectives on the eventual fate of banking being comparative. An arrangement among Woolwich and Barclays would twofold Barclays’ portion of both the home loan and reserve funds advertise, give access to the country’s second biggest group of autonomous budgetary guides and give it Open Plan, Woolwich’s across the board ledger, which was including a further 8,000 clients every week. In any case, because of the merger occurring more than 100 Woolwich branches were situated inside 100 meters of a Barclays, as these were currently superfluous these 100 Woolwich branches were shut, leaving

4 Top Secrets to Professional Success for Millennials

4 Top Secrets to Professional Success for Millennials Like the Baby Boomers before us, the Millennials are quick turning into a significant power in the working environment. As we move onto vocation ways from school and temporary positions, there are new difficulties to business as usual. In any case, how would we arrange those-and all the more significantly, how would we help characterize what we need the workforce to be as we push ahead? 1. Fabricate Your Brand Like It’s Your Job.More than at any other time, internet based life is a factor in employing. Watching out for what you put out there on Instagram, Vine, Twitter, and so on is a fundamental method to deal with your expert picture. Offer substance applicable to your field, and screen who’s reposting and drawing in you on that content. What's more, for the silly/individual stuff? Set up a private record that’s only for you and your social team, and ensure it’s completely separate from your â€Å"Janie Smith, Marketer Extraordinaire† profile.2. T hink Outside the 9-to-5 Box.One of the vital turning points for the Millennial age of laborers was the economy crash of 2008. More youthful specialists were frequently misplaced in the general chaos as employments were cut everywhere. Be that as it may, that wasn’t fundamentally fate it was a reminder that possibly the standard 9-to-5 employment isn’t the best way to go. Numerous individuals can make their profession function as consultants, low maintenance laborers while seeking after different chances, telecommuters, and other nontraditional representatives. Being adaptable might be the best alternative for you.Also, don’t falter to utilize non-paid understanding as a selling point on your resume. On the off chance that you got heavenly office interchanges during your temporary position, say as much. In the event that you created rockstar time the board aptitudes during your volunteer gig, list it.3. Play the Long Game.Plan ahead. Retirement might be quite a w hile away, yet there’s a terrible parcel that can occur meanwhile. Be shrewd about monetary arranging, yet additionally about whether you’ll need to have a family sooner or later, or go into business. The previous you begin calculating long haul objectives in to your arrangements, the simpler it will be to really gotten them under way when the time comes.4. Consider More Than Money.A lucrative employment in your picked field is The Dream†¦ who doesn’t need that? Be that as it may, there may come when you have to consider whether different variables are similarly as significant as the compensation figure. Adaptable work courses of action, excursion time, and the capacity to travel may wind up being similarly as brilliant to you as a somewhat higher paycheck.â Definitely mull over your needs during any recruiting and exchange process.As Millennials face a special second in their vocation ways, you should consider it to be an opportunity to grab hold of the procedure and discover approaches to create it (and yourself) into the expert world you’d like to see.

How to Retain the Best Employees

How to Retain the Best Employees Retention assumes great importance in the current environment for a number of reasons including: the economy improving, young employees looking for more progress in their career, management not always being able to motivate the younger generations, the work environment not keeping abreast with the outside world, the workforce being in great demand and vicious competition for talent. © Shutterstock.com | alphaspiritIn this article, we examine: 1) employee turnover â€" the actual total losses per departing employee, 2) top 10 reasons why best employees might leave, and 3) how to keep them from leaving.EMPLOYEE TURNOVER â€" THE ACTUAL TOTAL LOSSES PER DEPARTING EMPLOYEEIt is difficult to fathom the costs for employee turnover because the costs are of a considerably hidden nature but not impossible. One must take into consideration certain factors that figure in determining the actual total outlay per lost employee (this includes not just monetary losses but also lost time).Lost productivity: When someone leaves, there may be no one to take his place for some time. If other employees chip in, the likelihood is that only the key tasks would be completed while other tasks are left undone. Further, even if there is a replacement for the lost employee, it may take him up to 2 years to reach the level of efficiency of his predecessor.Lost knowledge: Plenty of people may be able to perform the responsibilities that the previous employee engaged in. However, they may lack in the knowledge the lost employee had in terms of things like: where relevant information is located, passwords, knowing people, traditions and the boss’s preference; and other information that comes from handling the job and working at the firm for years.Advertising, recruitment, and hiring: There are expenses whether the recruitment is carried out in house or through external recruiters. With respect to in-house HR, the recruiting staff, HR or hiring manager (one man handling the entire hiring process, usually in small business) have to devote time and expense towards advertising job vacancies, screening resumes, interviewing and on boarding. Sometimes, the associated expenses can go as high as 1.5 times the annual salary, maybe even more. For lower level positions, the expenses would be much less but still considerable. Interviewing local candidates may cost less but a good d eal of time is spent in perusing resumes, interviewing candidates and discussions among colleagues to select the right person to hire. Similarly, external recruiters have to be paid for their services, whether contingency firms or retained firms.Onboarding for a new hire: Onboarding for a new hire entails expenses pertaining to training and the management’s lost time.Training expenses: For the initial 2 to 3 years of training, the management may have to spend at least 10 to 20 percent of an employee’s pay or even more. Even after training classes, someone would have to check the new employee’s work till the latter has proven himself. So the employee who trains is losing time away from his work.Lost engagement (of other employees): Demoralized by a high turnover rate in their company, the remaining employees feel less engaged and consequently, productivity suffers.Overworked employees (overtime to make up for the lost employee): Some of the other employees will have to put in e xtra hours to complete the work of the employee who left. Even if they are not paid extra for this, the overwork exhausts them and negatively impacts their quality of work, engagement and job satisfaction. They may decide to leave themselves and start job hunting. The longer they have to be in a overworked situation, the more difficult it will be for the management to get back their goodwill even after a replacement has joined.Cultural impact: Whenever an employee quits, other employees wonder as to how it happened and may become depressed because of it. This is addition to the unhappiness associated with their additional responsibilities such as extra work and the need to train new staff.Customer service and mistakes: New employees may be less skilled or require more time with respect to resolving issues. This may lead to costly errors (more in the healthcare industry). Initially, if they are not able to deliver as good customer service as their predecessors, it may cause customer dissatisfaction and complaints.TOP 10 REASONS WHY BEST EMPLOYEES MIGHT LEAVE1. Salary/No raiseAccording to a recent survey from CareerBuilder which determined the reasons why employees in the U.S would want to leave their jobs in 2014, the top reason was found to be concerns over salary (66 percent). Paying employees well is a sign of respect. The majority of good employees won’t ask for a raise. Sooner or later they’ll get frustrated and quit.2. Stagnancy (no career growth)According to the Randstand Workmonitor Survey of June 2014 covering 33 countries across the globe, 66 percent agree that they would change jobs to get better career opportunities. This statistic just goes to show how much importance employees attach to being able to grow their skills and progress in their career, wherever they work. If they’re not satisfied, they’ll look elsewhere.3. Feeling of detachment from the big pictureEmployees feel demoralized when they don’t know how their work relates to the o verall business plan and strategy of the organization. If they don’t feel connected, they may be prone to leaving.4. Unsatisfactory work-life balanceIt is not uncommon for employees to handle personal matters during work hours or to engage in work-associated matters in the middle of the time they usually spend with family or for other personal matters. The outcomes of poor work-life balance can be seen in terms of absenteeism, stress and burnout and reduced productivity which shows that an employee doesn’t really feel happy about coming to work.5. Poor communication between management and employeesIt is a well-known fact that more than jobs or companies, employees leave their managers or immediate superiors. With respect to poor communication between the management and employees, employee complaints are frequently with respect to the following:Failure to give the employee a framework within which the latter believes he can succeed,Lack of lucidity about earning potential,Lack of lucidity about expectations,Did not carry out scheduled meetings,Not enough feedback pertaining to performance.6. Considerable stressChanging expectations from the management can be a recipe for irritation, nervousness and considerable and unhealthy stress. In addition, poor work-life balance and a rigid work environment can also add to stress.7. No recognition or feeling of valueWhen employees feel they are not recognized for their hard work or achievements, that they are taken for granted or not valued, their motivation and job satisfaction comes down. According to a Spring 2014 GloboForce Survey, 86 percent of those surveyed agree that being recognized for their contributions and efforts motivated them in their job.8. No funWorking for eight straight hours without any fun or entertainment in-between is less and less appealing to the majority of employees, especially when the world is currently so fast-paced and interconnected in nature. Inflexibility in the work environment as w ell as boredom and lack of challenge in the job are deterrents when it comes to employee retention.9. UnderemploymentWhen an employee feels that his skills are being underutilized or that he is not being challenged enough to stretch his skills, he feels discouraged and less engaged. In addition, when skills are not properly matched to a particular job profile, it may create problems in employee job satisfaction as well as productivity.10. Friction with co-workersFriction with co-workers can affect employee performance negatively and consequently, company morale and customer satisfaction. This in turn would make the affected employee(s) feel like moving to a more harmonious, positive work environment by working elsewhere.HOW TO KEEP BEST EMPLOYEES FROM LEAVINGFair pay, raises when deserved and perksTake steps to ensure equitable treatment and fairness when it comes to the salary for your employees and to pay in accordance with what’s required by law. An employee with similar experi ence, qualifications and contributions than another employee should not feel that he is being paid less than his counterpart.At the minimum, employees should be paid market rate or even more than that as soon as you can afford it. It is good to establish a wage and job evaluation system. Give your employees raises when they deserve it, don’t delay or it will be too late. Also give them perks that would keep them motivated to put in their best.Give them learning opportunities and a growth pathHelp your employees make a development plan. Ask them about the skills they wish to learn and the areas they desire to improve and within which time frame they hope to do so. Arrange training programs to help employees with their development endeavors. Endeavor to incorporate challenges into their work. Whenever there are vacancies in your company, before looking elsewhere for people to fill the vacant slots, look within your own company to see if anyone’s skills could be stretched so as to be ideally suitable for the position. In addition, ensure that your employees come to know of internal openings as and when they come so that they can apply for them if they want to.Make them feel a sense of purpose and contribution to business goalsManagers must make it a point to spend time individually with each of their reporting staff and discuss how the latter’s job, deliverables and contribution relate to the company’s business plan and strategy taken as a whole. This will help the employees feel that their efforts are linked to something that is bigger than their job alone. Don’t leave the responsibility to your executive staff or even take it for granted that they would communicate this information to your employees. Help improve their work/life balanceProvide flexible work arrangementsArrangements that can be considered include:Allowing employees to put in extra hours during the week so that they get a half day each week or an additional day off on every alternate we ek,Part-time work arrangementTelecommuting (even once a week would be appreciated)Vacation and sick-leaveProvide employees with an opportunity to earn or purchase more vacation time. Supervisors would also do well to encourage employees to utilize their sick-leave and vacation benefits when it is evident that they are ill or burned out.Provide an Employee Assistance Program (EAP)This is a work-based, voluntary program that provides confidential and free assessments, referrals, short-term counseling and follow-up solutions to employees with work-related or personal problems. Services provided may include elder care, referrals for childcare and adoption support.Devote time to clear communicationOne cannot underestimate the importance of non-verbal cues. Face-to-face communication with employees is essential for the communication to be effective, as well as to establish trust. With respect to employees in remote locations, it would be wise to meet up with them in person a minimum of tw o or three times a year, if not once a month. Advocate an open-door policy so that employees can come to you freely with their feedback and concerns. Devote time to giving your employees lucid performance-based feedback, as well as to clearly communicate their earning potential to them.Let your employees know exactly what you expect from themManagement thinkers such as Curt Coffman and Marcus Buckingham (author of “First Break All the Rules”) and Ferdinand Fournies (author of “Why Employees Don’t Do What they are Supposed To Do And What To Do About It) concur on this: a satisfied employee has a clear understanding of what the expectations are from him, every day at work. This does not mean that jobs should be unchanging. Managers should endeavor to have a specific framework in place within which people can have a proper awareness of what is expected from them. When expectations keep changing, people feel unhealthily nervous and stressed.Appreciate, recognize, rewardEnsure th at your employees feel appreciated, recognized and rewarded.Say “thank you” to your employees, that often would work wonders.Give your employees raises suitable for their degree of achievement and accomplishment.In addition to raises, provide bonuses and commissions, which would boost employee engagement and retention.Make it a point to give your employees more positive feedback or to appreciate them more often for the things they are doing right and their considerable hard work and dedication (wherever applicable).Reinvent the work atmosphereAttracting, engaging and retaining the best talent in your company calls for reinventing the work atmosphere and reducing the gap between work and play. Companies must be open to a culture of increased innovation and autonomy and engage staffs around a powerful purpose and mission. Here are some suggestions:Make snacks or healthy food items easily available in the officeLet employees have some time towards the end of working hours for pure funProvide an opportunity once every month, all employees can go for a movie and lunchMatch job to employee skillsThe requirements of a particular job should be carefully examined for the requisite skills and employees should be tested for the required qualifications. Utilize job descriptions and job analyses to lessen the possibilities of there being a mismatch between the staff’s skills and the job.Resolve coworker conflicts before they get worseTalk to the clashing coworkers and try to find a solution to the problem. Be open to the points of view of both parties. You can brainstorm ideas in such a way that you ultimately arrive at a win-win solution. This must be done fast lest the situation should reach a level where it goes out of control. You can also consider bringing in a mediator or a neutral party. If the dispute is an emotionally charged one, let there be a cooling off period for the feuding parties before working on a solution. Then move forward, promote an environment of tolerance, respect and civility in the office.5 Secrets For Attracting Retaining Superior Employees | Be The Best Boss Have a solid employee retention strategy in place and reap a number of benefits including reduced employee turnover and optimum business success.

How to Retain the Best Employees

How to Retain the Best Employees Retention assumes great importance in the current environment for a number of reasons including: the economy improving, young employees looking for more progress in their career, management not always being able to motivate the younger generations, the work environment not keeping abreast with the outside world, the workforce being in great demand and vicious competition for talent. © Shutterstock.com | alphaspiritIn this article, we examine: 1) employee turnover â€" the actual total losses per departing employee, 2) top 10 reasons why best employees might leave, and 3) how to keep them from leaving.EMPLOYEE TURNOVER â€" THE ACTUAL TOTAL LOSSES PER DEPARTING EMPLOYEEIt is difficult to fathom the costs for employee turnover because the costs are of a considerably hidden nature but not impossible. One must take into consideration certain factors that figure in determining the actual total outlay per lost employee (this includes not just monetary losses but also lost time).Lost productivity: When someone leaves, there may be no one to take his place for some time. If other employees chip in, the likelihood is that only the key tasks would be completed while other tasks are left undone. Further, even if there is a replacement for the lost employee, it may take him up to 2 years to reach the level of efficiency of his predecessor.Lost knowledge: Plenty of people may be able to perform the responsibilities that the previous employee engaged in. However, they may lack in the knowledge the lost employee had in terms of things like: where relevant information is located, passwords, knowing people, traditions and the boss’s preference; and other information that comes from handling the job and working at the firm for years.Advertising, recruitment, and hiring: There are expenses whether the recruitment is carried out in house or through external recruiters. With respect to in-house HR, the recruiting staff, HR or hiring manager (one man handling the entire hiring process, usually in small business) have to devote time and expense towards advertising job vacancies, screening resumes, interviewing and on boarding. Sometimes, the associated expenses can go as high as 1.5 times the annual salary, maybe even more. For lower level positions, the expenses would be much less but still considerable. Interviewing local candidates may cost less but a good d eal of time is spent in perusing resumes, interviewing candidates and discussions among colleagues to select the right person to hire. Similarly, external recruiters have to be paid for their services, whether contingency firms or retained firms.Onboarding for a new hire: Onboarding for a new hire entails expenses pertaining to training and the management’s lost time.Training expenses: For the initial 2 to 3 years of training, the management may have to spend at least 10 to 20 percent of an employee’s pay or even more. Even after training classes, someone would have to check the new employee’s work till the latter has proven himself. So the employee who trains is losing time away from his work.Lost engagement (of other employees): Demoralized by a high turnover rate in their company, the remaining employees feel less engaged and consequently, productivity suffers.Overworked employees (overtime to make up for the lost employee): Some of the other employees will have to put in e xtra hours to complete the work of the employee who left. Even if they are not paid extra for this, the overwork exhausts them and negatively impacts their quality of work, engagement and job satisfaction. They may decide to leave themselves and start job hunting. The longer they have to be in a overworked situation, the more difficult it will be for the management to get back their goodwill even after a replacement has joined.Cultural impact: Whenever an employee quits, other employees wonder as to how it happened and may become depressed because of it. This is addition to the unhappiness associated with their additional responsibilities such as extra work and the need to train new staff.Customer service and mistakes: New employees may be less skilled or require more time with respect to resolving issues. This may lead to costly errors (more in the healthcare industry). Initially, if they are not able to deliver as good customer service as their predecessors, it may cause customer dissatisfaction and complaints.TOP 10 REASONS WHY BEST EMPLOYEES MIGHT LEAVE1. Salary/No raiseAccording to a recent survey from CareerBuilder which determined the reasons why employees in the U.S would want to leave their jobs in 2014, the top reason was found to be concerns over salary (66 percent). Paying employees well is a sign of respect. The majority of good employees won’t ask for a raise. Sooner or later they’ll get frustrated and quit.2. Stagnancy (no career growth)According to the Randstand Workmonitor Survey of June 2014 covering 33 countries across the globe, 66 percent agree that they would change jobs to get better career opportunities. This statistic just goes to show how much importance employees attach to being able to grow their skills and progress in their career, wherever they work. If they’re not satisfied, they’ll look elsewhere.3. Feeling of detachment from the big pictureEmployees feel demoralized when they don’t know how their work relates to the o verall business plan and strategy of the organization. If they don’t feel connected, they may be prone to leaving.4. Unsatisfactory work-life balanceIt is not uncommon for employees to handle personal matters during work hours or to engage in work-associated matters in the middle of the time they usually spend with family or for other personal matters. The outcomes of poor work-life balance can be seen in terms of absenteeism, stress and burnout and reduced productivity which shows that an employee doesn’t really feel happy about coming to work.5. Poor communication between management and employeesIt is a well-known fact that more than jobs or companies, employees leave their managers or immediate superiors. With respect to poor communication between the management and employees, employee complaints are frequently with respect to the following:Failure to give the employee a framework within which the latter believes he can succeed,Lack of lucidity about earning potential,Lack of lucidity about expectations,Did not carry out scheduled meetings,Not enough feedback pertaining to performance.6. Considerable stressChanging expectations from the management can be a recipe for irritation, nervousness and considerable and unhealthy stress. In addition, poor work-life balance and a rigid work environment can also add to stress.7. No recognition or feeling of valueWhen employees feel they are not recognized for their hard work or achievements, that they are taken for granted or not valued, their motivation and job satisfaction comes down. According to a Spring 2014 GloboForce Survey, 86 percent of those surveyed agree that being recognized for their contributions and efforts motivated them in their job.8. No funWorking for eight straight hours without any fun or entertainment in-between is less and less appealing to the majority of employees, especially when the world is currently so fast-paced and interconnected in nature. Inflexibility in the work environment as w ell as boredom and lack of challenge in the job are deterrents when it comes to employee retention.9. UnderemploymentWhen an employee feels that his skills are being underutilized or that he is not being challenged enough to stretch his skills, he feels discouraged and less engaged. In addition, when skills are not properly matched to a particular job profile, it may create problems in employee job satisfaction as well as productivity.10. Friction with co-workersFriction with co-workers can affect employee performance negatively and consequently, company morale and customer satisfaction. This in turn would make the affected employee(s) feel like moving to a more harmonious, positive work environment by working elsewhere.HOW TO KEEP BEST EMPLOYEES FROM LEAVINGFair pay, raises when deserved and perksTake steps to ensure equitable treatment and fairness when it comes to the salary for your employees and to pay in accordance with what’s required by law. An employee with similar experi ence, qualifications and contributions than another employee should not feel that he is being paid less than his counterpart.At the minimum, employees should be paid market rate or even more than that as soon as you can afford it. It is good to establish a wage and job evaluation system. Give your employees raises when they deserve it, don’t delay or it will be too late. Also give them perks that would keep them motivated to put in their best.Give them learning opportunities and a growth pathHelp your employees make a development plan. Ask them about the skills they wish to learn and the areas they desire to improve and within which time frame they hope to do so. Arrange training programs to help employees with their development endeavors. Endeavor to incorporate challenges into their work. Whenever there are vacancies in your company, before looking elsewhere for people to fill the vacant slots, look within your own company to see if anyone’s skills could be stretched so as to be ideally suitable for the position. In addition, ensure that your employees come to know of internal openings as and when they come so that they can apply for them if they want to.Make them feel a sense of purpose and contribution to business goalsManagers must make it a point to spend time individually with each of their reporting staff and discuss how the latter’s job, deliverables and contribution relate to the company’s business plan and strategy taken as a whole. This will help the employees feel that their efforts are linked to something that is bigger than their job alone. Don’t leave the responsibility to your executive staff or even take it for granted that they would communicate this information to your employees. Help improve their work/life balanceProvide flexible work arrangementsArrangements that can be considered include:Allowing employees to put in extra hours during the week so that they get a half day each week or an additional day off on every alternate we ek,Part-time work arrangementTelecommuting (even once a week would be appreciated)Vacation and sick-leaveProvide employees with an opportunity to earn or purchase more vacation time. Supervisors would also do well to encourage employees to utilize their sick-leave and vacation benefits when it is evident that they are ill or burned out.Provide an Employee Assistance Program (EAP)This is a work-based, voluntary program that provides confidential and free assessments, referrals, short-term counseling and follow-up solutions to employees with work-related or personal problems. Services provided may include elder care, referrals for childcare and adoption support.Devote time to clear communicationOne cannot underestimate the importance of non-verbal cues. Face-to-face communication with employees is essential for the communication to be effective, as well as to establish trust. With respect to employees in remote locations, it would be wise to meet up with them in person a minimum of tw o or three times a year, if not once a month. Advocate an open-door policy so that employees can come to you freely with their feedback and concerns. Devote time to giving your employees lucid performance-based feedback, as well as to clearly communicate their earning potential to them.Let your employees know exactly what you expect from themManagement thinkers such as Curt Coffman and Marcus Buckingham (author of “First Break All the Rules”) and Ferdinand Fournies (author of “Why Employees Don’t Do What they are Supposed To Do And What To Do About It) concur on this: a satisfied employee has a clear understanding of what the expectations are from him, every day at work. This does not mean that jobs should be unchanging. Managers should endeavor to have a specific framework in place within which people can have a proper awareness of what is expected from them. When expectations keep changing, people feel unhealthily nervous and stressed.Appreciate, recognize, rewardEnsure th at your employees feel appreciated, recognized and rewarded.Say “thank you” to your employees, that often would work wonders.Give your employees raises suitable for their degree of achievement and accomplishment.In addition to raises, provide bonuses and commissions, which would boost employee engagement and retention.Make it a point to give your employees more positive feedback or to appreciate them more often for the things they are doing right and their considerable hard work and dedication (wherever applicable).Reinvent the work atmosphereAttracting, engaging and retaining the best talent in your company calls for reinventing the work atmosphere and reducing the gap between work and play. Companies must be open to a culture of increased innovation and autonomy and engage staffs around a powerful purpose and mission. Here are some suggestions:Make snacks or healthy food items easily available in the officeLet employees have some time towards the end of working hours for pure funProvide an opportunity once every month, all employees can go for a movie and lunchMatch job to employee skillsThe requirements of a particular job should be carefully examined for the requisite skills and employees should be tested for the required qualifications. Utilize job descriptions and job analyses to lessen the possibilities of there being a mismatch between the staff’s skills and the job.Resolve coworker conflicts before they get worseTalk to the clashing coworkers and try to find a solution to the problem. Be open to the points of view of both parties. You can brainstorm ideas in such a way that you ultimately arrive at a win-win solution. This must be done fast lest the situation should reach a level where it goes out of control. You can also consider bringing in a mediator or a neutral party. If the dispute is an emotionally charged one, let there be a cooling off period for the feuding parties before working on a solution. Then move forward, promote an environment of tolerance, respect and civility in the office.5 Secrets For Attracting Retaining Superior Employees | Be The Best Boss Have a solid employee retention strategy in place and reap a number of benefits including reduced employee turnover and optimum business success.