Telecommuting Agreement Sample: Fill & Download for Free

It's one of the most dreaded pieces of news for any manager. After only a few months, or even a couple years, one of the top performers on your team shows up in your office one day to say that he/she has a great opportunity at another company and will be leaving in (fill in the blank) days! Ultimately, the key to employee retention is via decreasing staff turnover (duh!) and improving team engagement.According to the Society of Human Resource Management (SHRM)/Globoforce 2015 Employee Recognition Report, employee retention/turnover is the biggest challenge that businesses face. Compound that with the challenge of recruiting the right talent in the first place, and it seems that HR has their work cut out for them!But most importantly, reducing employee "churn" is vital to your business because it's costing you BIG money -whether you're in HR or not.It also seems that your high performers are more likely to leave voluntarily than low performers. According to Mercer's 2015 Turnover Survey this is a particularly vulnerable group in Europe, with a voluntary attrition rate of over 4% in Europe among high performers, more than twice the rate in any other region.Not sure whether you have a good (or bad) employee turnover rate? What is it actually costing you? Here's some tools from SHRM you can use to calculate it and what's it's costing your company:Turnover: How do we calculate monthly turnover rates for your companyTurnover: Cost-of-Turnover WorksheetWe certainly hope that the worksheets above will show you that your employee turnover rate is actually pretty good. But if it didn't come out as good as you would have hoped, then that's ok too. However, you'll need to get started as soon as possible on ways to reduce that number. Here are some ideas to get you started:1. IT'S ABOUT THE SKILLS AND THE PERSONObviously you want hire people with the right skills for the job, but whether a person is a good cultural fit is actually a better predictor of success and your new hire sticking around for at least a few years. But don't take the candidate's word for it. In your recruiting process be sure to include culture questions and ask your candidates' references about their work styles too. Here are some sample questions to help you understand a candidate's views on teamwork and leadership and can easily be adapted to conversations with references:Give an example of a successful project that you were part of. What was your role? What made the project successful in your view?Share a time when you experienced working with a difficult coworker on a team. How was the coworker difficult and what did you do to resolve the situation to encourage the team's ongoing progress?Tell me about a time when you created agreement and shared purpose from a situation in which all parties originally differed in opinion, approach, and objectives.You can find a very complete resource for more interview questions that delve into cultural fit here.2. PROVIDE CONTINUOUS TRAINING AND UPSKILLING OPPORTUNITIESWe can't stress enough how training is something that needs to be done right and consistently throughout the onboarding process. It must also be an ongoing process for all employees. Someone you hired a couple years back needs to stay up-to.date on all the latest developments, tools and technologies in their area of expertise. Be sure you're helping them do their job better and helping them learn new skills that will get to the next level in their current role, get that promotion or even make a lateral switch if that's where they'd like to go.3. CLEARLY DEFINE WHAT SUCCESS LOOKS LIKE AT YOUR COMPANYThis helps both managers and employees manage expectations - and mismanaged expectations is one of the biggest reasons for people leaving their jobs. Of course everyone has their own definition of success, but if your employees' definition of success is generally well aligned with the company's definition, you're more likely to have happy, engaged and successful employees.4. CREATE A BALANCED CULTUREBurn-out is a sure fire way to send your best talent running for the door. Your people are your greatest asset and you need to respect their lives outside of work - whatever that looks like. Maybe it's flex hours, telecommuting, a percentage of work hours they can dedicate to a project they personally care about. Ask your employees what "balance" means to them and put a plan into action that takes into account their feedback.5. FIND A RELIABLE WAY TO TRACK EMPLOYEE MORALE & ENGAGEMENTSome companies send out a yearly "employee engagement" survey, and we're not saying it's not a helpful tool, but in today's world of technology there are more consistent and reliable ways to check in on your employee's morale and engagement. A yearly survey is a snapshot in time, highly influenced by the current climate at work and the previous couple months. Why not regularly check in with your employees with small "pulse checks"? You're more likely to see trends form and catch warning signs before they snowball into bigger problems.Looking for a sure way to invest in your key performers from day one? Download our free Onboarding Whitepaper and help your new hires become productive 54% faster!

Hy I Can Read eBooks Dunn Haimanns Healthcare Management Full Page. You Must Create a Free Account To Start Free Access. You Also Can Cancel Anytime. ThanksDetails Books :Author Rose T. DunnISBN 1567933580Format Hardcover , 733 pagesPublished Published July 27th 2010 by Health Administration Press (first published July 1st 2010)Language EnglishRead or Download eBooks :https://bestbookslibrary.net/books/Dunn-Haimanns-Healthcare-ManagementDescription Books :Managing in a healthcare organization requires fine-tuned skills. Charged with "getting things done," managers are at the center of all the changes affecting healthcare delivery. Dunn and Haimann's Healthcare Management will help readers gain the skills they need to motivate their teams to meet increasing demands. The book uses the functions of management-planning, organiz Managing in a healthcare organization requires fine-tuned skills. Charged with "getting things done," managers are at the center of all the changes affecting healthcare delivery. Dunn and Haimann's Healthcare Management will help readers gain the skills they need to motivate their teams to meet increasing demands. The book uses the functions of management-planning, organizing, staffing, influencing, and controlling-as the primary framework for explaining the supervisor role. The details of each function are explained and illustrated with examples of common situations. The concept of authority is also weaved throughout the book. This new edition includes: # Additional material on ethics and ethical decision making # Additional contemporary management theory including the Parity Principle and Role Theory # Expanded coverage of hiring and managing a diverse workforce # Updated information about labor regulations, unions, and grievances # The supervisor's role in regard to medical identity theft and e-discovery # New tools and templates, including a sample telecommuting agreement # Updated charts and figures and additional reading suggestions

Hy I Have Access Audiobook Dunn and Haimanns Healthcare Management Full Page. You Must Subcribe For Start Free Access. You Also Can Cancel Anytime. Thanks For AllDetails Books :Author Rose T. DunnISBN 1567933580Format Hardcover , 733 pagesPublished Published July 27th 2010 by Health Administration Press (first published July 1st 2010)Language EnglishRead or Download eBooks :https://bestbookslibrary.net/books/Dunn-and-Haimanns-Healthcare-ManagementDescription Books :Managing in a healthcare organization requires fine-tuned skills. Charged with "getting things done," managers are at the center of all the changes affecting healthcare delivery. Dunn and Haimann's Healthcare Management will help readers gain the skills they need to motivate their teams to meet increasing demands. The book uses the functions of management-planning, organiz Managing in a healthcare organization requires fine-tuned skills. Charged with "getting things done," managers are at the center of all the changes affecting healthcare delivery. Dunn and Haimann's Healthcare Management will help readers gain the skills they need to motivate their teams to meet increasing demands. The book uses the functions of management-planning, organizing, staffing, influencing, and controlling-as the primary framework for explaining the supervisor role. The details of each function are explained and illustrated with examples of common situations. The concept of authority is also weaved throughout the book. This new edition includes: # Additional material on ethics and ethical decision making # Additional contemporary management theory including the Parity Principle and Role Theory # Expanded coverage of hiring and managing a diverse workforce # Updated information about labor regulations, unions, and grievances # The supervisor's role in regard to medical identity theft and e-discovery # New tools and templates, including a sample telecommuting agreement # Updated charts and figures and additional reading suggestions