Why External Hires Cost More and Perform Worse, According to Wharton Research

Wharton Research Exposes the Damaging Cost of Hiring Externally

Wharton research shows that external hires cost 18 to 20 percent more than those  promoted from within. They also have significantly lower performance for the first two years. I was skipped over four times in my career for promotion, when the company hired from the outside. Each time I ended up leaving the company and so did most of the other internal applicants. One of those companies was sold to its biggest competitor, one is now less than half its previous size, and one declared bankruptcy.

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Research Reveals What Your Employees' Resignation Letters Really Mean. How to Use It to Improve

How Your Employees Quits…

Research shows how company leaders can use employee resignation data to see if they have a bigger problem. My personal experience shows why this is so important for organizations to understand. Now these types of data points have been aggregated in an interesting research study. This research is so telling because it catches employees at the single point where they have the most leverage in the corporate-employee relationship yet they are still leaving. Learn how to use it to improve.

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Research Reveals the 3 Days Your Employees Are Likely to Quit. Here's How to Stop It

Surprising Research Explains Why Employee Quit their Jobs

It's not just what happens at work that makes employees quit their jobs. Research from CEB shared in the Harvard Business Review shows significant job hunting spikes on work anniversaries, big mid-life birthdays, and high school reunions. When leaders are aware of these dates, they can preempt their top talent from quitting.

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How to Avoid Letting the Wrong People Go

How to Make Your Employee Turnover a Good Thing

Many leaders stumble when someone on their team decides to quit. They either hesitate and their top talent gets away, or they throw money at the problem and end up retaining the wrong employees. Both can have a devastating impact on the future of the team and organization. Instead, answer these three questions to know exactly your best move.

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Why Losing Employees Can be a Good Thing

The Beautiful Upside of Employee Turnover

0 percent is rarely the right employee turnover goal, because some turnover is good. It strengthens and invigorates the organization by removing those who are not a good fit and creates space for new employees with fresh ideas and new energy. It also creates space for employees to grow into roles of greater responsibility which is an essential ingredient in retaining them. You need employee turnover; the only question is how much? Determine your organization's ideal turnover rate answering these three questions...

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To Cut Turnover, Allow Employees to Work from Home

The Business Advantage of Allowing Employees to Work from Home

Organizations that do not allow employees to work from home are missing out on a strategic business advantage. A research study by Stanford shows that employees who work from home have 50 percent less turnover and are 17 percent more productive (almost a full day per week). The study shows that instead of employees slacking off their responsibilities, they actually worked harder and were happier overall.

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