What One Product Manager Loves About Working at ClearCompany

This article on using the employee onboarding experience to create a resilient workforce was originally published in December 2014. All relevant copy and statistics have been updated as of April 2021. Too often, organizations put employee onboarding on the back burner. In the past, many leaders have believed onboarding was a low-impact function on the success of an organization. People lacked a clear directive of who was in charge of ensuring completion of the onboarding process. And, the onboarding experience was often outdated and time-consuming. This leads to higher rates of turnover, hurting your company’s resiliency.

This article on performance management strategies and best practices was originally published in December 2017. All relevant statistics and copy have been updated as of March 2021. Performance management improvements are typically a continuous project. When you think about the effectiveness of your performance management process you may ask yourself: Is my strategy working? Who’s doing it best? How can I get my team to assume accountability? In past discussions about performance management on our blog, we’ve recognized that the general process for creating a performance management strategy is as follows:

The modern employee can afford to be choosy. There is more competition for talent, and the labor market is still tight. With an excess of open positions and a lack of high-quality candidates, employers need to find ways to remain competitive in the hiring space. An easy first step is to look at the employee experience to see if yours could use some improvement. When employers create a positive workplace experience, employees are more likely to stay with the company and perform higher-quality work. Understanding the employee experience and its impact on your organizational goals is crucial for retaining your A Players.