At first glance, determining what metrics to track and how to report findings can be daunting, so consider these sure-fire metrics that will communicate your department’s success.

You may have a handbook, but does it cover what you really need? Here are some policies you should consider adding or revamping so you are communicating with your employees clearly and consistently.

The days of a supervisor rating performance on a scale of 1-5 and simply signing off on it are through! It’s time to think about 360-degree reviews for all staff, or at the very least, for your supervisory team.

Developing attrition metrics by conducting exit interviews allows you to compile factual data on why people are leaving your organization.

Data suggests that employees don’t trust their employers. In fact, an enormous 71% don’t trust that their feedback is used correctly, and only 47% were honest on feedback surveys used by their HR departments.

You may have a handbook, but does it cover what you really need? Here are some policies you should consider adding or revamping so you are communicating with your employees clearly and consistently.

With these tips, we hope the next time you’re providing feedback you’re able to get the information needed across to your employee tactfully and kindly.

Performance reviews, whether formal or informal, are a way to sync with your direct report on how they are managing their work responsibilities. Whether you are pleased or displeased with someone’s work output, are they aware of how you feel?

In order to get top talent interested in their open positions, manufacturers need to upgrade their image – or what we in the talent acquisition biz call “employer brand.”