How to Succeed as a One-Person HR Team

May 10th, 2017 Comments off
One-person HR Team

While running a one-person HR team certainly has its challenges – from having to juggle multiple tasks at once to ensuring compliance with various rules and regulations – it also has its advantages as well. For one thing, as a one-man (or woman) show, you do not need to worry about adhering to traditional HR departmental structure and can create your own system that works for you. There is also less red tape to cut through when trying to implement new policies or try new software. But even the most independent-minded and organized HR pros need help every once in a while. Below are some tips to help you thrive as an HR team of one.

Create a plan. They say failing to plan is planning to fail, so start by creating a plan with what you want to accomplish and when. Make a calendar to keep tabs on important dates such as EEO1 filing, benefit enrollment periods, form I-9 expiration dates and other important deadlines. Then make a list of short- and long-term goals. Once you know what you want to accomplish, you can create a list of steps needed to reach these goals. Maintaining a list of goals, due dates and steps to accomplish these goals will help your HR team of one stay on track – even when unexpected issues arise (and they always do).

Find a trusted legal counselor or consultant. As an HR team of one, you have to ensure safe, secure and legal employment practices at all times. Having an attorney on hand whom you can trust can save you time researching issues and provide much-needed expertise as well as an outside perspective on such issues. Many HR teams have legal counsel on retainer to help with matters such as administrative investigations and audits, documentation preparation and review, wage compliance and employee/independent contractor classification.

Stay informed. As a one-person HR department, it is your job to stay ahead of the latest news affecting HR. Subscribe to industry newsletters for articles, tools and tips to help you solve HR issues and plan for the future. Sign up for free webinars and look for networking events where you can connect with fellow HR experts, who can provide advice and input. If you have room in your budget, sign up for an industry conference (such as HR Tech or SHRM) for further learning and networking opportunities.

Use social media to your advantage. Today, social media plays a big role in recruitment and employee engagement. Companies use social media for everything from researching job candidates to advertising job postings and attracting job applicants. (Get tips on social media recruiting for small businesses here.) Social media can also help you learn about important HR trends and get insider advice when you follow influential HR bloggers.

Get to know the staff one on one. It’s essential to get to know the management team and staff as deeply as possible. Schedule meetings with each division head and anyone else involved in the process of hiring, firing and performance management. While the meetings do not need to be formal, make sure you have an agenda for each meeting in order to stay focused and ensure you get the most out of each meeting. Learn about the organizational goals and how you can help meet those goals. Regular communication with management will help you stay ahead of upcoming business changes that will affect employees and help you plan accordingly.

Embrace technology. Investing in HR technology might be the smartest move you make as an HR team of one. The right HR technology can reduce time spent on administrative tasks by up to 50 percent and save up to 40 percent on administrative tasks. Not only does it save you time on tasks such as running payroll, enrolling employees in benefits, generating management reports and running background checks, technology also helps to minimize human error. While implementing HR technology requires an investment of both time and money, in the long run, it will save you both, helping you become more efficient and avoid costly hiring mistakes.


Categories: industry news Tags: ,

The Future of HR: Trends to Watch For in 2017

December 9th, 2016 Comments off
HR Trends to Watch in 2017

As an HR professional, you need to have a pulse on the latest trends in the labor market so you can advise your leadership on talent needs to meet their business objectives. Google “HR trends” and you will find yourself scrolling through hundreds, if not thousands, of search results that tell the same old story year after year. That’s why we wanted to shake things up and do something different: Offer up the HR trends you’re going to see over the next year from the perspective of the C-suite.

As the chief human resources officer and chief technology officer at CareerBuilder, we have the opportunity to think about trends from a unique perspective — one that will help you understand your own leadership’s asks and objectives better. So let’s dive right in.

We’ve narrowed it down to five key HR trends we believe will shape the space in 2017.

1. Treating the candidate experience and hiring manager experience as consumer experience.

Candidate experience continues to be a significant factor. In certain markets and industries, job seekers can be selective about where they apply. That means any barriers we place between job seekers and employers will only drive job seekers to your competitors. Think about how you can treat candidates the same way you would cater to consumers. Candidates are increasingly adopting a consumer mentality and expect to “shop for” jobs. For instance, they want to be able to sort, filter and save jobs that they can circle back to at a time that’s convenient for them—just like a consumer using a shopping cart online.

There will also be an increased focus on enhancing the hiring manager experience and treating hiring managers as customers.

Recruiters are the key facilitators between candidates and hiring managers, and need to improve this experience for both sides. Why has the communication loop disintegrated among these two parties? It’s time to expand or reopen the lines of communication with both candidates as well as hiring managers to ensure a seamless talent acquisition process.

2. Bringing a sense of purpose and consistency to data across the board.

Collecting data is not new, but you need to ensure you are gathering and analyzing the correct data points. Take a step back and evaluate whether you are paying attention to metrics that matter. Instead of focusing on big data, focus on rich data — or data that is used to predict behavior. Ensure that you are measuring your identified KPIs across all areas of the business so there is some consistency. And once you have integrated data and analytics into your processes, don’t be afraid to run A/B tests and use the data to keep improving your processes.

3. Adopting a hybrid approach when it comes to HR structure.

HR structure tends to be cyclical. HR teams have moved from being centralized about a decade ago to being decentralized as of about five years ago, and back to being centralized in the present day. The right fit may be somewhere in the middle. A hybrid approach facilitates better partnerships between HR business partners, talent acquisitions teams and the business units they support. The result is a holistic view of the target talent needed, the most successful approaches to engage and retain top talent, and the ability to leverage internal talent across an organization well into the future.

4. Personalizing automated technology.

Ensuring you have effective touchpoints at every stage of the recruitment process will be key, as candidates are now aware that most communication is automated. Also, this trend of increased usage of automation for recruiting interactions is here to stay. According to CareerBuilder’s recent Automation Tech in Talent Acquisition and Management survey, more than two-thirds of organizations (69 percent) using technology-led recruitment automation say its use has increased in the past year. That same survey found 72 percent of professionals responsible for talent acquisition and management expect it to increase even more within the next year.

If you want to take it one step further and differentiate your company by giving candidates what they are looking for, consider including contact information for a real person. According to CareerBuilder’s 2016 Candidate Behavior Study, 81 percent of job seekers would like the contact information of the person who posted the job before applying, while 7 in 10 (72 percent) said they want to talk to a recruiter or hiring manager.

Candidates feel that the entire process is becoming increasingly impersonal, and want you to bring the human touch back to recruiting. So start thinking like a marketer.

Do more with your social recruitment channels and figure out how to bring the value of your product — whether it’s working at your company, your culture, your benefits, etc. — to life for candidates. Don’t just use stock photos on your career site — give candidates a glimpse of what your real-life employees are like. Take a cue from Sweden’s tourism board, which publicizes a telephone number that’s answered daily by Swedes themselves who take turns as ambassadors of the country and offer callers advice on where to go and stay. Stop and think about that for a minute: You can just call Sweden whenever you want and talk to an actual resident.

5. A renewed focus on retaining top talent through engagement, career development and flexible working models.

Workers are constantly seeking ways to move ahead — in terms of title, compensation as well as acquiring a broader skillset — but it doesn’t always mean they want to leave their current organization in order to find new opportunities. Successful companies will make note of the eager candidate pipeline within their own organizations and better leverage that for healthy growth of the business and increased employee engagement.

Additionally, employees are seeking more flexibility in their work life, and employers will need to become increasingly creative in their staffing models to attract and retain the talent they need. A workforce that comprises full-time and part-time workers, flexible work schedules and venues, as well as incorporates aspects of the growing gig economy will be key to having a robust and productive employee base to set them up for long-term success.

Never miss a thing: Get CareerBuilder’s expert recruitment tips in your inbox.

The HR Tech Trends Everyone is Talking About

October 20th, 2016 Comments off
The HR Tech Trends Everyone is Talking About

We asked some of the leading HR technology influencers and experts who attended the 2016 HR Technology Conference and Expo to share what they see as the biggest topics and trends influencing the constantly evolving HR technology space right now.

Meet Our Experts

Tim Sackett is the president of HRU Technical Resources, a leading IT and engineering staffing firm, with more than 20 years of combined executive HR and talent acquisition experience. He’s also a speaker and writes for Fistful of Talent and The Tim Sackett Project. Jason Lauritsen, a former HR exec, is an employee engagement and workplace culture expert who also led the research team for Quantum Workplace’s Best Places to Work program. Neil Morrison is the director of strategy, culture and innovation at Penguin Random House U.K.

Here’s what you need to know right now, according to these industry leaders:

What are some of the biggest HR technology topics/trends you are seeing and hearing about right now?
Jason Lauritsen

Jason Lauritsen

JL: There is a lot of investment going into technology tools that claim to drive employee engagement. This suggests that organizations are searching for solutions to employee engagement, and they are hoping that the right technology mix will help.

NM: The major hot topic still seems to be data and analytics in any shape or form — how do we best obtain, analyze and use data to inform decision making and interventions? Beyond that, talent acquisition is still a big topic of conversation and a serious focus for the industry, combining smart attraction and selection with good candidate experience.

What are some of the most imminent hurdles those in the HR and talent acquisition space are faced with today? What keeps them up at night?

NM: Everyone I talk to is facing some sort of challenge from the increased digitalization of the workplace — whether it’s through consumer behavior, skills development or talent acquisition. We also have a specific challenge here in the U.K., based on our recent referendum vote which is causing a lot of thought, but without many answers.

Where do you see the industry going in the next six months or year?

NM: I think there has to be more consolidation in the HR technology space. At the moment, the number of providers sometimes feels greater than the number of procurers, which can’t be a sustainable model.

There was a lot of talk in the HR Tech sessions about employee experience. Tell us what that means to you and why it’s important. Also, do you think employers are paying sufficient attention to the candidate experience?

TS: Employee experience is about creating a culture and environment where every employee feels like they are valued and the organization is working to try and develop those things each employee is best at.

It’s not about ping pong tables and free snacks — it’s about providing a work experience where the employee feels what they do adds value to the organization and that value is recognized.

JL: Employee experience is about designing a work experience that feels good to employees while setting them up to succeed. Smart companies have been designing customer experience for years, and this thinking is finally making its way to employees and candidates. Employee experience design is where employee engagement meets performance.

Neil Morrison

Neil Morrison

NM: Candidate experience is an area that I believe is hugely overlooked in the talent acquisition space. I believe this is going to be one of the biggest differentiators of brands in the years to come. We have to start taking a more consumer-based approach and treat people less like fish in a barrel.

What tips do you have to help your peers strike the right balance between leveraging the right technology while also maintaining that human connection?

TS: Here’s my rule of thumb: Any time you’re using technology to do some part of your process and it would be equally as fast to stand up and walk over to another individual or pick up the phone to complete that part of the process, technology is working against you from the human connection side of the business. This happens constantly in organizations, and many times the technology takes longer than just having a simple conversation. Striking a balance between technology and human connection is all about allowing the technology to complete mass touches, while you complete individual touches. Don’t allow your tech to be you — allow it to be 100 and 1,000 of you, but not you individually.

JL: The most important — and often overlooked — step in identifying HR technology is to define exactly what you are trying to accomplish. If you are selecting a technology to increase employee engagement or candidate experience, what exactly does that mean? And how will you know that you’ve been successful?

NM: Ask yourself: ‘Does this make life better for employees? Does it make life simpler for managers? Does it add commercial value to the business?’ If you can’t answer ‘yes’ to at least two of these questions, you’re probably only making life easier for HR, which isn’t the goal.

Robots are not going to take over the world, right? Phew! But in all seriousness, how do you see the role of the talent acquisition and/or HR professional shifting and evolving with the introduction of overwhelming amounts of data and new technologies?
Tim Sackett

Tim Sackett

TS: HR and talent acquisition leaders are confused by artificial intelligence or A.I. They expect some Will Smith iRobots to show up and start doing their jobs and bake amazing pies. The reality of A.I. in a HR and talent acquisition sense is that it is much less sexy. Most A.I. that we’ll use in HR and talent acquisition is centered around ‘bots’ that will take over mass communication-type Q&A. Things like someone applying and having simple questions about a job description, interview directions and times, what they should expect from your process, etc. A.I. can now handle all of these types of communications pretty effectively and it helps to raise your candidate experience.

JL: As we face the reality that humans are really bad at assessing other humans — for performance, abilities or fit — due to inherent biases, there will be a rise of technology to do this more effectively for us. This will create more time to focus on things like experience design and engagement where we can drive performance and retention.

NM: We need to be combining the insight that we get from good data and analytics with the intuition that we get from good hiring managers. We need to listen to both and make informed decisions. For too long we’ve relied just on intuition and, whilst we don’t want to replace it, we do need to complement it.

Recruitment Software Problems and 1 Solution to Fix Them

March 3rd, 2016 Comments off
Recruitment Software Problems and 1 Solution to Fix Them

The race to compete for qualified talent isn’t dying down any time soon, and you need to stay a step ahead of the competition to move your business forward. One of your biggest challenges is that you already have a full plate, so how can you add time back to your day to focus on the things that really matter? To gain a competitive advantage in the talent acquisition marketplace today, you need a single solution that removes common headaches from your daily life. Your system should also offer seamless integration into your current tools, so you can get the job done without skipping a beat.

Here are five common recruitment problems that Talentstream Recruit, a pre-hire platform, can solve.

1. Your recruitment software and sourcing solutions are disconnected, and it is frustrating to manage all of them.

Using a different tool for every step in the recruiting process adds time and complexity to your day. Keeping up with long, drawn-out processes leaves you feeling overwhelmed.

Talentstream Recruit is a holistic solution to make recruiting simple again with just one platform to handle all of your recruitment needs. Talentstream Recruit includes a candidate-optimized career site, automatic candidate re-engagement engine, resume profile search, job distribution, workforce analytics and real-time reporting — all in one configurable workflow. By eliminating logins to many different systems, your team will save time and streamline their workflow.


2. You spend too much time posting jobs, and very little time sourcing strategically.

HR and talent acquisition are no longer seen as a primarily administrative functions. You are being asked to place more candidates in a shorter time frame, but this requires that more time is spent on tedious tasks to pull in a higher volume of resumes (like job postings and resume database searches). These tasks eat up valuable time from your day and lead to stress, low performance and turnover.

Talentstream Recruit combines leading job distribution and resume database searching tools right within your requisition and applicant management software. Save time by sending a job posting to multiple job boards and sourcing candidates from your private database within the same tool you use to manage the hiring process.


3. You tend to overlook candidate information that you have already acquired.

Your organization sources a lot of candidates every year to continue filling positions. Between internal candidates, external resume databases, a talent network and past applicants, it can be difficult to ensure that every relevant candidate is considered — especially those that have been collected in the past. Logging in and out of disparate tools takes time and leads to duplicating efforts to find applicants.

Talentstream Recruit combines all of your talent pools into a single, searchable database and will return search results based on relevant candidates to fit the needs of your open position. When you access past applicants, talent network members and resume database members early on in your workflow, you avoid paying for the same job seeker twice through job postings. It’s like checking your pantry before deciding you need to go grocery shopping.


4. You can’t make recruitment strategy decisions without real-time data.

Talent acquisition professionals work hard to fill every position. You post open positions to every available job board, search every resume database and check social media. These steps are often taken as a result of habit, training or perceived success of the tools in the past. Sometimes, you just can’t find a qualified candidate, but ask yourself: Did you make tactical recruitment decisions based on proven results or gut feelings?

Want to know how easy or difficult it will be to find candidates for your position based on the number of active job seekers in comparison to the number of job postings in a given market? You can get insight into competition for talent in the area, other locations with a higher concentration of job seekers, suggested job titles to enhance your search, average compensation for a given position and more. Stay five steps ahead of the competition by creating a recruitment strategy based on market data.


5. Candidates have no way to stay engaged and easily interact with your company when new positions are available.

Building a pipeline of talent for future positions is essential, but most recruiters don’t have enough time in their day to keep candidates engaged. As a result, you are forced to post every open position on job boards to attract new job seekers — causing recruitment budget and time-to-fill numbers to suffer. You’ve already paid good money to build a pipeline of candidates. Without an easy way to keep them informed, you will probably never hear from them again.

Talentstream Recruit includes a candidate-optimized career site and built-in talent network to acquire and engage your pipeline. Whether a job seeker elects to apply to a position or simply join your talent network, they are instantly subscribed to receive email alerts of new opportunities at your company. Using CareerBuilder’s proven recommendation engine, developed from over 20 years as a leading job board, candidates receive relevant opportunities to keep them interested in your organization — leading to an email click-thru rate that is five times the industry average. Your entire talent network is also searchable within Talentstream Recruit’s applicant database. Even if a candidate didn’t apply to a job, you can easily engage the right job seekers with new opportunities.


ONE Software Environment to Simplify Your Process

Talentstream Recruit was developed to simplify your process by bringing together everything you need to hire — from a career site to applicant management to job distribution — into one software environment. The system will help your company connect, and stay connected, with as many job seekers as possible by eliminating challenges in your current system.


Exclusive Sneak Peek: How to Cure Your HR Headaches at HR Tech 2015

October 16th, 2015 Comments off
Exclusive Sneak Peek: How to Cure Your HR Headaches at HR Tech 2015

If your current relationship status to your HR technology is “It’s complicated” and big data is giving you BIG headaches, then you won’t want to miss all the activities going on at CareerBuilder’s booth (no. 1311) at HR Tech in Las Vegas next week.

For starters, you are probably suffering from these legitimate HR headaches:

  • “Why do my recruitment tools act like bratty children who refuse to speak to each other and why can’t they just get along?”
  • “I need more candidates, like, yesterday!”
  • “I seriously can’t right now with this outdated technology.”
  • “When you go to log in to your 10th recruitment tool and you can’t remember your password.”

That’s why we are having a contest at HR Tech where you get to submit your biggest #HRheadaches via Twitter using that hashtag and be entered to win fabulous prizes! (Read the terms & conditions here first.) You can also come to our booth 1311 to vote for your biggest #HRheadaches to help us select winners each day.

Meet HR technology rock stars — in the flesh!

Post and pray is so 1995! Welcome to 2015 — it’s a new era in recruitment technology. If you’re one of those people who would swipe left on your HR technology, you may not know where to start and how to choose the right technology partner. Fortunately, there’s a cure for that HR headache — and many more.

Stop by CareerBuilder’s booth (no. 1311) on Oct. 19 and 20 at 10:15 a.m., where Mary Delaney — CareerBuilder’s president of recruitment technology — will offer up some real talk on what you should look for. Reserve a spot now at http://cb.com/HRTechMary

And we are SO excited to have the famous Tim Sackett and Kris Dunn — recruitment experts (and closeted comedians) — for a fun and interactive presentation at HR Tech.

Check out this preview video of Tim and Kris below — it will make you want to reserve your spot right now at: http://cb.com/KrisTimHRTech. They will be at CareerBuilder’s booth (no.1311) on Oct. 18 at 5:30 p.m. or Oct. 19 at 4:45 p.m. to present about their biggest HR headaches.

And of course we have a fabulous prize waiting for you … a brand new CareerBuilder hoodie! (Trust us, you’ll probably need it when you find yourself freezing indoors during the conference.)

And check out our activity schedule to see what else is going at CareerBuilder’s booth. Don’t miss it — see you in Vegas!

What Is a Pre-Hire Platform — And Why Do You Need One?

April 7th, 2015 Comments off
What Is a Pre-Hire Platform — And Why Do You Need One?

The race to compete for qualified talent isn’t dying down any time soon, and you need to stay a step ahead of the competition to move your business forward. One of your biggest challenges is that you already have a full plate, so how can you add time back to your day to focus on the things that really matter? You can start by figuring out how you can streamline your recruitment activities. A pre-hire platform can get the job done — quickly and effectively.

Here are five reasons why you need a pre-hire platform to solve your most pressing recruitment needs.

1. You need to align your candidate experience with the way job seekers are looking today.

Did you know that as many as 65 percent of job seekers said they would rarely return to a job on their desktop after trying to apply via mobile? And 29 percent said they only sometimes do, which means a mere 5 percent of all potential candidates always consider it worthwhile to re-visit a job on their desktop.

Meanwhile, only 38 percent of employers say their company offers the ability for candidates to apply using a mobile device.

Interestingly, employers don’t seem to be aware of just how many potential applicants they may be missing out on by failing to offer a mobile experience. When employers were asked if they believe they are losing out on potential applicants because they don’t have a mobile process, only 10 percent said “yes” while 90 percent said “no”.

Today’s job seekers are searching via their mobile devices, and assume they can apply to your open position at any time and from any device — phone, tablet, laptop or desktop — so you need to be where the candidates are.

2. You must think long-term and create a strong talent pipeline that you can tap into down the road.

Not every job seeker is looking to apply right away; some want the power to apply on their own time. In fact, nearly 2 in 5 job seekers say it’s important to be able to come back at a later time to apply to a job. But unfortunately, not many organizations offer the ability to do so.

Today fewer than 1 in 4 (23 percent of) employers use a shortened lead form or application that enable job seekers to do this.

Consider the fact that as many as 85 percent of candidates would be willing to join a talent network even if they weren’t ready to apply. That’s huge! Think of all the potential A-players you might be missing out on without this capability. You need automated candidate remarketing to keep candidates engaged and informed so that when the right roles pop up in the future, you can easily re-engage them.

3. You will to be able to source and manage your entire candidate pool from ONE database.

Nearly a third of employers say they do not re-engage candidates who have not been offered a job — because they don’t have the time to do so, plus they have already moved on to the most current applicants.

But imagine if you could manage all of your candidates from a single dashboard. That’s what many of your peers are looking for. Most (69 percent of) employers say they need to able to quickly find and rearrange current applicants in their system.

Now, candidate management has never been easier. With intuitive search, you can quickly and easily search the databases you already have, and leverage all of your existing candidate pools to make your next great hire.

4. You will have the power to post to all of your recruitment advertising channels in a few clicks.

Nearly 4 in 5 (78 percent of) employers say they prefer to have one overall platform solution from one HR software systems vendor because it’s more convenient.

Save time and keep your workflow simple by posting to more than 6,000 job boards around the world in just a few clicks. Now you can finally have everything you need in one place — so you can post, source, manage and onboard from ONE platform.

5. You can build a requisition strategy in seconds and measure the ROI of your recruiting efforts.

Only a quarter of employers say they use external labor market data to inform their recruitment decisions, while 18 percent admit they don’t use any data to inform their recruitment strategy. As many as 21 percent of employers don’t even know what their average cost per hire is, and only three-fourths currently track the source of hire.

Still, nearly 2 in 3 (64 percent of) employers agreed that they need to have accurate source of hire data to do their job most effectively.

You need one dashboard to see how all of your sources are performing. Get access to a robust suite of real-time data and analytics so you can evaluate the effectiveness of your talent strategy and sources as well as the efficiency of your recruiters.

From Acquire to Hire — All in ONE Platform

CareerBuilder is making recruitment easier and more efficient to enable you to hire more candidates faster … with CareerBuilder1.

CareerBuilder1 is an HR software solution that brings advertising, data and technology into one pre-hire platform.

It delivers candidate experience, recruiter efficiency, and intuitive data and analytics in a single platform. Now you can maximize your sourcing investment with a premier mobile, career site and reengagement tool that retains more talent than any other in the industry.


Join 1,000+ Talent Acquisition Pros Following Us on LinkedIn

March 24th, 2015 Comments off
Join 1,000+ Talent Acquisition Pros Following Us on LinkedIn

We’re months away from Thanksgiving, but we couldn’t wait to tell you what we’re thankful for this year: CareerBuilder’s LinkedIn page for employers recently garnered more than 1,000 followers, and our community of professionals continues to expand rapidly.

So THANK YOU to the 1,000-plus professionals who get a daily dose of HR and talent acquisition news and trends by following us on LinkedIn!

CareerBuilder for Employers on LinkedIn is your daily destination for the hottest HR and workplace news from around the web. Get your hands on cutting-edge talent acquisition news, trends and data so you can stay a step ahead of the competition. Click “Follow” to join.

If you’re not following us on LinkedIn yet, here are 3 reasons you should right now:

You’re a busy professional and need to see your daily recruitment news in one great feed.

It’s a great way to find like-minded professionals to connect with.

(Uh, we did say “professionals,” right…?)

With all the hand-selected news and exclusive content, you’ll never be out of the loop again.

So take 30 seconds to check us out.

Take me to CareerBuilder for Employers on LinkedIn. From there, just hit “Follow,” and BAM — the latest news and insights we gather from The Hiring Site and around the web will automatically show up in your feed.

5 Lessons From Bad HR and Management Behaviors

February 5th, 2015 Comments off
5 Lessons From Bad HR and Management Behaviors

I have a friend who works in HR. Let’s call him Joe. Joe was so excited to join a new company last year, but today he’s trying to quit. How did things go so terribly wrong in a matter of months?

Here are some reasons that could serve as a warning for others. Take a step back and ask yourself: Could any of these bad HR and management behaviors be eating away at employees in my organization?

1. Broken promises/lack of transparency.

Joe had a certain set of expectations of what his job role would look like when he agreed to join the company last year. Since then, as it turned out, most of the responsibilities given to him were outside the scope of what was initially discussed when he interviewed.

THE LESSON: Make sure you are transparent and honest from the very beginning, and specify up front what your expectations for the role are so that candidates don’t feel duped when they begin working.

2. Bad management.

We’ve all heard that one of the primary reasons employees quit their jobs is because of bad managers. Joe points to his incompetent boss as one of the main reasons for wanting to resign. He says his manager is not only clueless about what team members are doing day to day, but she also doesn’t touch base with them regularly. Questions from the team are usually met with a condescending response, which dissuades anyone from approaching her.

THE LESSON: Make sure that managers are trained to bring out the very best in their people. It isn’t about appearing intelligent — it’s about being approachable and supportive so team members know someone’s got their back.

You might like to read: 4 bad leadership behaviors every leader should blast in 2015.

3. Micro-management/lack of trust.

Unfortunately, Joe wasn’t given the liberty to make even relatively small decisions without running it up the chain first. This not only caused tremendous inefficiencies, but also demonstrated to him that if he couldn’t be trusted with minor decisions, his career couldn’t conceivably progress at the company.

THE LESSON: When you hire candidates, there’s some amount of inherent trust that they know what they’re doing, right? Give them opportunities to prove themselves — and watch them step up to the plate, without looking over their shoulders every two minutes.

4. Toxic culture.

Employees on Joe’s team started quitting one after the other — some without even having a backup job lined up — because they said they couldn’t handle the pressure of a poisonous culture anymore without any hope that something might change. That sent a loud message to the rest of the team about how toxic the culture really was.

THE LESSON: One of the best things you can do to gauge whether you have a healthy corporate culture is to ask your employees about it. Do pulse checks and engagement surveys regularly. Also consider doing exit interviews when employees leave — sometimes these can produce more candid answers. Then actually *do* something with the results — communicate it to the executive team and put programs or policies in place aimed at rectifying the situation.

5. Zero flexibility.

The head of HR reiterated to Joe’s team that a strict 8-5 or 9-6 workday policy was in place for anyone who chose to take a lunch break. There was also mention of cutting back on work-from-home days, and calling people out for experiencing public transportation delays in the morning. The person actually said something along the lines of how it was up to HR to set the standard for the rest of the company. (Wonder what the rest of the company thinks when HR is a revolving door for employees.)

THE LESSON: If employees are doing exceptional work and completing all of their assignments, do you really care if they leave early to make their kids’ baseball games or hit the gym in the middle of the day? Stringent anti-work/life policies won’t keep employees in line — they’ll simply push them away.

Which of these bad HR and management behaviors stood out to you as needing to be eliminated ASAP? Tell us in the comments below or tweet at us @CBforEmployers.