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Employee Retention: How To Beat The Odds and Keep Your Best Employees Around Longer

You want to keep the good employees. You want to retain the talent you have. You want to capitalize on the training you’ve provided. You want to build on the experience and inside know-how of those long-term employees. Here’s how you do it.
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Employee Retention: The Real Cost of Losing an Employee

For businesses to thrive in today’s economy, finding and retaining the best employees is important. This is especially true for small businesses and nonprofits competing with larger businesses, and larger budgets, for top talent. Learning and recognition of work plays a huge role in employee retention.
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2018 Career Resolutions

2018 -- This is the year! This is the year that you’re going to change jobs, pull the trigger, take the leap, leave your current holding pattern and find a career that you love!
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Technology can be self-funding

If portfolios are used to recognize performance and retain staff, there will be a measurable impact on employee turnover. This measurable impact will have a distinct dollar value and these cost savings will help fund the remainder of project implementation.
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Portfolios address the core tenants of intrinsic motivation

The if-then or carrot-and-stick approach to motivation worked well for generations and the associated industrial/mechanical set of tasks. However, work is different in 2018. The requirement for thinking, creativity, and innovation necessitates a different approach to employee motivation.
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Developing a Competency Framework

You're probably familiar with the phrase ‘what gets measured gets done.' Defining and measuring effectiveness – especially the performance of workers – is a critical part of your job as a manager.
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The strengths and weaknesses of competency-based learning in a digital age

Competency-based learning begins by identifying specific competencies or skills, and enables learners to develop mastery of each competency or skill at their own pace, usually working with a mentor. Learners can develop just the competencies or skills they feel they need (for which increasingly they may receive a ‘badge’ or some form of validated recognition), or can combine a whole set of competencies into a full qualification, such as a certificate, diploma or increasingly a full degree.
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Cultivating Resources for Informal Learning

Depending on who you ask, 70, 80, or even 90 percent of what the average individual learns on the job takes place informally. Use a competency framework of well defined standards to guide this learning, and measure it using an online portfolio.
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