Employees are ready to quit - Is your retention strategy ready?

Employee burnout is on the rise, and it’s taking away your top talent. The latest research from the Limeade Institute has found that burnout happens when someone is engaged but has low well-being. This burnout can lead to exhaustion, cynicism and ultimately employee turnover. The good news is, there are steps that employees, managers and organizations can take to prevent burnout, as well as steps they can take to help employees recover from burnout.

As the workforce has grown more complex, so has the general world of Human Capital Management. More demands for services and partnerships are being placed on HR departments across industries. As HR professionals and business partners look to address these needs by designing new programs and launching organizational initiatives, it is important to remember the fundamental building blocks of HR concepts and their ripple effects throughout an organization at every level.

With the economy up, companies are struggling to get enough quality applicants for their open positions, and those that don't are swamped with low-quality and inexperienced candidates if they rely almost exclusively on job boards. But in the search for a quality hire, the data is clear: employee referrals. However, most companies struggle to create an employee referral program that gets results.

Almost 60 years after the federal Equal Pay Act was first enacted, the gender-pay gap remains. Even accounting for differences in occupations and industries, and a host of other possible explanations, researchers have found that women still earn less than men. That gap is even wider for women of color with gender, race and ethnicity interacting to negatively affect earnings. In this session, Toni S. Locklear of APTMetrics will share the current state of the pay gap in 2022 and discuss the evolving legal landscape surrounding pay equity, including key features of the newer fair pay laws being implemented across the country. She will also review best practices organizations can adopt to support fair pay and identify practices that inadvertently maintain inequities. Finally, she will discuss a rigorous data-driven approach to identifying and addressing pay differences unrelated to education, training, experience, or other job-related factors.