The long hours and constant connectivity that once were limited to jobs in finance and banking have evolved into the norm for most professions in the US. Though it may seem obvious that this type of work environment can put one's mental and physical health at risk, it unfortunately took a tragedy like the death of Bank of America Intern, Moritz Erhardt, to cast a spotlight on how significant the associated health risks may be. CNN recently reported on the physical and psychological risks of extreme work cultures. These include an inability to build and nurture personal relationships, a diminished social network, a loss of emotional support, a tendency to make irrational and careless decisions both at home and at work, and an increase in unproductive workplace behaviors, such as surfing the internet or checking Facebook. Finally, the article closes with various suggestions on ways companies can modify an extreme work culture, like banning e-mail traffic after a certain time and discouraging grueling schedules for new hires. 

According to the State of the American Workplace, 70% of US workers don't like their job and, as a result, are disengaged from their organization. With disengagement numbers this high, it is critical that businesses recognize the importance of employee involvement, and make steps to encourage employee engagement. A recent article from Forbes explains some of the consequences that can accompany disengaged employees such as poor customer service, decrease in sales, a drop in productivity level, and overall lower quality work. Engaged employees have higher retention rates and are more committed and focused on achieving success in all aspects of the company they work for. So how can businesses ensure that their organization is fostering an engaged culture? Forbes outlines eight best practices from organizations like Google, DHL Express, and Southwest Airlines. 

Two Weeks Notice 

Too many policies in this area are made AFTER someone
walks in to accounting with a huge expense report filled with expenses the business ownership/management consider questionable. Setting up a detailed policy that specifically outlines what is considered acceptable in terms of expenses serves everyone's purpose. Take it a step further - get a signature on the policy indicating the employee agrees to abide by all terms and conditions. There are too many cases of terminating employees in battles with their former employer over expenses. Best to act now vs. paying later.

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OperationsInc can help you to hold on to your top performers? 

Here's how:

OperationsInc will look at the life cycle of an employee from pre-hire to the duration of employment, to post-resignation. Beginning with a Talent Retention Audit, we will focus on the factors that bear the highest impact on turnover such as: 

• Steps taken during the interview process.
• What happens during the first 90 days of employment

With our findings, we will identify the gaps in each area and offer ways to fill them so to improve the overall retention of top talent in your organization. 

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