The reasons why merit pay increases are important are that it keeps top performers right where the organization needs them, keep unqualified employees from becoming managers, reward the experts that drive your organization, and attract more top performers.

Your organization needs good benefits because they will help create loyalty, increase employee health, reduce employee stress, reduce bad turnover, attract top performers, increase productivity, and increase revenue.

The top reasons to give employees a yearly cost of living pay increase are so you can retain good employees, build trust and loyalty, make employees feel safe and secure, attract good employees, reduce loss of organizational knowledge, and reduce bad turnover rate.

The top five reasons for paying higher than the industry standard are an increase in employment safety, gaining the image of being the best employer, attracting top performers, creating a “good” employee turnover rate, and generating higher profits or productivity. Read below for more details about each!

An employee engagement survey can be a great help or a waste of time and money. It all depends on four things: did you need it in the first place, did you implement changes, did you do a follow up with another survey, and did your employees answer honestly?

You should pay a living wage because it helps your employees concentrate on work, it improves employee loyalty, and improves your organization’s image. All these lead to happy employees, happy clients, and more sales! Read below to get all the details.

A good way to help your organization grow and to create loyal employees is by applying Maslow’s Hierarchy of Needs to your employee’s needs.

You need to address basic needs like paying a living wage for your area, paying higher than industry-standard wages, and automatically increasing wages with the cost of living each year.

You need to address psychological needs by having good benefits, a good work environment, merit pay increases, and regular recognition of good work.

You need to address self-fulfillment needs by offering internal promotions for career advancement, regular training, and least importantly one-time bonuses or perks.

Determining how often your employees should be evaluated is dependent on a few things. First, how easy is your evaluation form? Second, how much time do you need to give support to correct issues? Third, are you dealing with a new employee? Fourth, is the data you are generating useful? Read below to learn more.

To create an easy employee evaluation form, you need to put some thought into primarily what questions you will use. The questions should be simple, general, consistent, matter, and scorable so they can be tracked. In this article, I will guide you through these different areas.

Creating an easy employee review process depends on speed, simplicity, high frequency, and trackability. Employees and managers should enjoy the process or at least not dread it.