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https://askfitness.today/welcome-to-my-morning-yoga-flow/
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The article Welcome to My ... Morning Yoga Flow appeared first on Under Armour.
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https://infoforu.org/everything-youve-ever-wanted-to-know-about-employee-turnover/
Employee turnover is something all companies should pay attention to, because the effects of turnover will be different for every organization.

Some degree of turnover is unavoidable, and eliminating turnover altogether is unrealistic. That being said, it’s important to figure out the balance of departures and new hires that works best for your company.

We want to help you understand the types of turnover and their implications, and offer tips on reducing your turnover rate.



In This Article You’
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ll Learn…
What Employee Turnover Is
Causes Of Employee Turnover
Statistics On Employee Turnover
How To Calculate Your Employee Turnover Rate
The Costs & Impacts Of Employee Turnover
8 Tips On Reducing Employee Turnover

Reduce turnover with this complete checklist of the 10 most important things you need to do to keep your employees engaged.



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Definition Of Employee Turnover
A simple definition of employee turnover is how many people leave an organization and are then replaced by new employees in a given timeframe. Usually, turnover rates are calculated by a fiscal year. Employee turnover can have certain negative impacts on a company, which we’ll get into, but it isn’t necessarily all bad.

Voluntary Vs. Involuntary Turnover
There’s a distinction to be made between voluntary and involuntary employee turnover. Voluntary turnover happens when employees are replaced after leaving by their own choice, and involuntary turnover happens when employees are replaced after termination.

Undesirable Vs. Desirable Turnover
Turnover is considered undesirable when a company loses high performing and otherwise valuable employees and replacement is difficult and expensive. On the other hand, turnover is considered desirable when a company loses underperforming employees and replaces them with employees who will improve output.

Is Employee Turnover Good Or Bad?
As you can see, there are a few factors to consider when assessing your organization’s turnover and whether it’s positive or negative.



Ultimately, it isn’t just about how many people leave, but who is leaving. Context is key to evaluating your company’s turnover rate.

Causes Of Employee Turnover
There are many causes of employee turnover, but an overarching factor is employee disengagement. Two areas that can have a big impact on turnover and retention are hiring practices and management.

Hiring Practices
A big part of why employees might leave and need replacement is that they aren’t the right fit. That’s why it’s important to make sure you’re hiring the best candidates not just for the position, but for the company.

Of course you want candidates to be qualified, but you should also consider things such as cultural fit and company alignment. Technical skills may be key to performance, but motivation and a sense of purpose are key to engagement.

Management
Getting the right people into your organization is step one, but it’s also about keeping them there. You’ve probably heard it before, but most people don’t quit their jobs, they quit their bosses. In fact, 75% of employees who quit their jobs quit because of their manager.

Employees need support and guidance from their managers, which is why effective leadership is so important. This relates back to hiring, because it’s important to make sure that the right people are being hired or promoted into management positions. Being a manager is about more than being an expert or star performer, it’s about having the emotional intelligence necessary for people management.

Proper training and coaching are essential to successful leadership, and making employees feel empowered and supported. Managers should be given resources to improve in their roles and encouraged to seek growth and development opportunities both inside and outside of the company.

Employee Turnover Statistics
Now that you have a more nuanced understanding of employee turnover, let’s take a look at the current state of employee turnover and retention in the workforce.

According to Bonusly:


More than ¼ of employees are in a high-retention-risk category, and many of them are top performers with critical skills.

44% of employees say they would consider taking a job with a different company for a raise of 20% or less.

More than 70% of high-retention-risk employees say to advance their careers they need to leave their company.

Employees who are “highly engaged and thriving” are 59% less likely to look for a job with a different organization in the next year.


In our own real-time report on the international State Of Employee Engagement, data reveals that:

15% of employees do not see themselves working at their company one year from now.

What’s more, according to Gallup:

51% of workers are looking to leave their current jobs.

Employees feel that they have to leave their companies in order to grow. This is a shame, because the longer an employee stays in your organization, the more of an asset they become. Opportunities to evolve within a company are essential to employee retention.

Employee Turnover Rate Calculation
Looking at the types of turnover and the underlying causes of it gives context to your company’s turnover rate and helps you to understand its implications. That being said, it’s important to look at the numbers to get an idea of where you stand.


To calculate employee turnover in your organization, you’ll need three numbers:

The number of employees that left (voluntarily and involuntarily) in a year,
The number of employees that you started the year with, and
The number of employees that you ended the year with.


Start by adding the number of employees that you started the year with and the number of employees that you ended the year with, and divide that total by 2. Then, divide the number of employees that left in the year by the outcome from that first equation. Multiply your final outcome by 100.



Not a math person? We’ve broken it down for you with an example. Suppose you start the year with 200 employees, and 30 of them leave throughout the year. During the same year, you hire 25 new employees to fill in the gaps, leaving you with 195 employees at the end of the year. Your turnover rate would be 15%.

According to Gallup, 10% would be the ideal rate, but of course this will vary from company to company. The best thing to do is look at your own organization’s rate over time to get a sense of your average, and do research on average turnover rates in your industry.

Employee Turnover Costs & Impacts
Every time you have to replace or hire a new employee, it costs your organization money.

This graph by Josh Bersin demonstrates it well:



Essentially, keeping a high performing and engaged employee is more cost effective than bringing on someone new.

Beyond the financial implications of employee turnover, though, there are impacts on the company and your other employees. Losing an employee can decrease morale among the remaining employees.

When an employee is terminated, it can cause anxiety among the rest of the team if they fear that their positions may be at risk, too. On the other hand, when an employee leaves by choice it can sometimes cause a domino effect if the underlying causes for them leaving are impacting other team members.



This is why it’s essential that transparency and open communication between employees and managers is encouraged, especially in relation to employee turnover.

How To Reduce Employee Turnover
As the saying goes, prevention is the first solution. Focusing on employee retention by increasing engagement and growth opportunities will help you to reduce your organization’s turnover rate.

So how do you reduce employee turnover in your company? We have some ideas…



Improve The Hiring Process
The hiring process is where it all begins, so it’s important to get it right. Ask questions about who your candidates are as people in your interviews, not just their technical experience, and have them perform a “work sample” test with a few members of the team to see how their skills and personality integrate. Having a more thorough hiring process will benefit you in the long run.



Improve The Onboarding Process
As much as 20% of employee turnover happens in the first 45 days, and a big part of that is due to an improper onboarding. Be sure to set proper expectations, make them feel welcome, collect feedback and touch base with them often with weekly check-ins. Try having a team lunch within the first week of onboarding a new employee so they can get to know everyone.



Set Clear Goals And Expectations
If employees don’t have a clear vision of their role, it can lead to disengagement and underperformance. Making sure that each employee has a mutual understanding with their manager of their roles and responsibilities is crucial to keeping them on track, and keeping them around.



Train Managers
Of the new managers we recently surveyed, 66% said that they did not receive any training or coaching before starting out as a manager. Offering training for managers is one of the best ways to ensure that they are a successful team lead. Some people may be born leaders, but there’s always room for learning and development.



Give Opportunity For Growth
What employees really want, as made famous by Dan Pink, is autonomy, mastery, and purpose. You can provide these things for your employees by empowering them to take charge of their own work and offering skill development and training. Having a clear company mission and company values will help employees feel that they are a part of something bigger, giving them a sense of purpose.



Recognize Employees
Recognizing employees is such a simple way of boosting their motivation and engagement, and making them feel valued. Employees also want to receive recognition from their coworkers, so setting up a platform for kudos is a great initiative to boost morale.



Promote Work-life Balance
Work-life balance is one of the most important parts of keeping your employees happy, healthy, and productive. Be flexible with employees working remotely and ask new hires what the most important thing in their personal life is and how you can accomodate them best.



Collect Frequent Feedback
Employees want to feel listened to and have validation that their opinion matters. Checking in and seeking feedback on a regular basis allows managers to detect problems early and implement solutions.



Collecting regular feedback with your team is easy and automated with Officevibe, a FREE tool that helps build stronger leaders.
Do you have any thoughts on employee turnover to share?
We’d love to hear. Let us know in the comments below.

This article was originally published by Jacob Shriar on April 18, 2017.

Read more: officevibe.com
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https://bluetoothproximitymarketing.info/amended-cal-email-bill-is-still-a-job-killer/
Assemblyman Chau has released an amended version of AB 2546 (which amends California’s existing commercial email law) that reflects changes won during the hearing before the Senate Business, Professions and Economic Development Committee (a copy of which is below).



The bill, whose primary proponent appears to be plaintiff’s lawyer Dan Balsam (who also would be the bill’s main beneficiary), still is problematic even with the changes.

The Fundamental Premise of the Bill is Impro
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per

The federal CAN-SPAM Act preempts state laws “that expressly regulates the use of electronic mail to send commercial messages,” but contains a limited exception to preemption for state laws only “to the extent prohibits falsity or deception in any portion of a commercial electronic mail message”.  AB  2546 as amended, however, still states that it  is premised on the “need to regulate the advertisers who use spam because they may obtain an unfair advantage over their competitors who engage in legitimate and lawful advertising practices.”  There are two problems with this premise: (i) unsolicited commercial email is a “legitimate and lawful advertising practice” under the CAN-SPAM Act and protected by the First Amendment; and (ii) regulating the use of unsolicited commercial email is expressly preempted by the CAN-SPAM Act.

The Definition of Commercial Email is Still Problematic

While Assemblyman Chau agreed to clarify that the expanded definition did not apply to charitable and political solicitations as I pointed out, the current bill still expands the definition to include securities and financial solicitations that likely are preempted by federal law.

It Creates A Separate Liability Standard for Email Advertisements

Assemblyman Chau’s amendment did not address my objection to the expansion of the bill to include falsity in the email itself.  This expansion is unnecessary since email recipients already have a remedy for “untrue or misleading” statements under existing false advertising law (B&P Code § 17500).   This amendment, however, would circumvent (i) the requirements under § 17500 that a plaintiff demonstrate either intent or a reckless disregard for the truth and (ii) the requirement under Proposition 64 that a plaintiff have “suffered injury in fact and has lost money or property as a result”.

It is important to remember that Proposition 64 was enacted overwhelmingly by the voters of California in response to abusive lawsuits in which no one was injured.  This change would create a separate strict liability standard solely for email advertisements and subject them to the abuses of vexatious litigants that Proposition 64 sought to eliminate.  There is no rational basis for making such a distinction other than to benefit the proponents of this bill.

This likely would lead to businesses moving away from email marketing and likely would result in reduced sales and jobs losses for e-commerce businesses that rely on email.

It Improperly Seeks to Reverse Rosolowski v. Guthy-Renker

In Rosolowski v. Guthy-Renker, LLC, 230 Cal.App.4th 1403 (2014), the California Court of Appeal held that a from line that does not specifically identify the name of the advertiser is not misleading if the identity of the sender is readily ascertainable from the body of the email.  This is consistent with federal case law that requires that state regulation must address only that which is materially false in order to avoid preemption.   This change will only invite unnecessary litigation until it is eventually invalidated in court.

The Bill Still Seeks to Restrict the Limitation on Damages

Under current law, the court may reduce the civil penalty from $1000 to $100 per violation if a defendant has “established and implemented, with due care, practices and procedures reasonably designed to effectively prevent that are in violation of this section.”  AB 2546 negates the effectiveness of this limitation of liability by imposing burdensome recordkeeping and training obligations to a party invoking this provision.

Dan Balsam testified that he is doing marketers a favor by clarifying their obligations under this provision, but the language suggests that his real intention is to gut the provision by making it more difficult to qualify.

Next Steps

The bill will be heard by the Senate Judiciary Committee on Tuesday, June 26th.   Please contact the members to let them know how you feel.    (Click here to find out who is your State Senators.)  The Committee has until the end of the week to pass the bill.

If approved by the Senate Judiciary Committee, the bill would need to be approved by the Senate and then again by the Assembly by August 31st.  The passage in either body is not certain.




Member
(District)
Phone
Fax
Twitter




Democrats





Senator Hannah-Beth Jackson (Chair) Santa Barbara
(916) 651-4019
 (916) 403-7394 
 @SenHannahBeth


Senator Robert M. Hertzberg
Van Nuys
 (916) 651-4018
 (916) 651-4918
 @SenateHertzberg


Senator Bill Monning
Monterrey
  (916) 651-4017
 (916) 651-4917
No Twitter


Senator Henry Stern Calabassas
 (916) 651-4027
(916) 651-4927
 @HenrySternCA


Senator Bob Wieckowski Fremont
 (916) 651-4010
 (916) 651-4910
 @BobWieckowskiCA


Republicans





Senator John M. W. Moorlach (Vice Chair)
Costa Mesa
(916) 651-4037
 (916) 651-4937
 @SenatorMoorlach


 Senator Joel Anderson
El Cajon
(916) 651-4038
 (916) 651-4938
 @JoelAndersonCA




AB 2546 as amended
(Changes reflect amendments since Assembly-passed version)


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Read more: ilccyberreport.wordpress.com
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https://infoforu.org/you-shouldnt-hide-your-anxiety-from-your-forever-person/
God & Man
Your forever person might not know the right thing to say when your anxiety gets the best of you — but they will always be there for you. They will search for ways to comfort you. They will remind you that you are not alone and the way you are feeling is okay.

If you are worried about your anxiety pushing the other person away, then you shouldn’t be together. You should feel comfortable around them. You should feel free to show them your most vulnerable sides.

You should never settle f
Read More
or someone who accuses you of overreacting when you mention how sick to your stomach you are feeling. You should never put up with a relationship where you are pressured to hide your emotions to avoid arguments and mean judgements.

Your forever person is not going to be annoyed when you ask to stay home for the night even though you originally planned on getting drinks on the town. Your forever person is not going to act like you are a burden when you need to spend a few extra minutes in the car to control your breathing before walking into a party. Your forever person is not going to get angry when you ask to switch seats you can sit on the aisle instead of being flanked by strangers.

Your forever person might not have any personal experience with anxiety — but they will work their hardest to understand where you are coming from. They will try to see situation from your point of view. They will not push you out of your comfort zone, but they will encourage you to sneak out from it.

If you are with someone who is embarrassed of how quiet and awkward you get around crowds, someone who pushes you into situations you are uncomfortable being apart of, someone who disregards your emotions because they are too extreme, then you are with the wrong person.

Your anxiety is going to make you feel like a burden — but your person should never make you feel that way. They should never be the reason why you are crying yourself to sleep at night. They should be helping you fight against your anxiety, not fighting against you because you have anxiety.

It’s scary to reveal your biggest insecurities to someone, to stop playing pretend and allow them to view the uncensored you, but the right person will make you feel like it’s okay to be you and it’s okay to have anxiety. They will remind you how much you are loved on your good days and on your bad. Your anxiety is not going to get in the way of your relationship. It will simply become a part of the relationship.

You shouldn’t hide your anxiety from your forever person because they will want to help you through it in the best way they can. Even if they cannot do anything to help, they will still stand by your side. They will still want to hold your hand and squeeze, because they aren’t going anywhere. Your anxiety isn’t scaring them off. They are there to stay.

Read more: thoughtcatalog.com
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