Whereas younger generations often prioritize the holistic employee experience, older generations focus more on "traditional" motivators, such as high paychecks and prestigious titles.
A successful mentorship program should take the time to make careful matches, be both flexible in its approach and focused on its objectives, and drive a genuine conversation that benefits both mentors and mentees. A program that achieves all these things builds trust, helps identify problems (and their solutions) in a timely manner, and emphasizes that offering staff meaningful support is a priority for the company.
A good offboarding (or employee-exit management) strategy often ranks low on the priority list for busy HR leaders. They already have so much on their plates—bringing new employees into the fold, shaping their experiences with the organization, ensuring that they grow into fully-rounded hires—that they don't have time for offboarding. As the final opportunity to leave a positive impression on soon-to-be-former employees, though, exit management is important, and companies should treat it as such. The most effective offboarding programs touch on five key areas, each of which has distinct action steps.
When the words artificial intelligence or data science come up in a conversation about HR strategy, there are times'—especially if the context is a small- or medium-sized business'—when the eyerolls are almost audible. "Here comes the sales pitch," listeners think while wondering what kinds of AI insights will be valuable enough to offset all the extra hours spent putting them into practice.