Football players

15 Sports Quotes that Translate to Business

15 Sports Quotes that Translate to Business 1120 630 Sprockets

We have compiled 15 sports quotes from the world’s greatest competitors, leaders, and winners! Apply these words to your work and reap the benefits!

  • “You miss 100% of the shots you don’t take.” – Wayne Gretzky
  • “I’ve learned that something constructive comes from every defeat.” – Tom Landry
  • “Talent wins games, but teamwork and intelligence win championships.” – Michael Jordan
  • “The difference between the impossible and the possible lies in a person’s determination.” – Tommy Lasorda
  • “Mediocre people don’t like high achievers. High achievers don’t like mediocre people.” – Nick Saban
  • “Hard work beats talent when talent doesn’t work hard.” – Tim Notke
  • “The harder the battle, the sweeter the victory.” – Les Brown
  • “It’s not whether you get knocked down; it’s whether you get up.” – Vince Lombardi
  • “Nobody who ever gave his best regretted it.” – George Halas
  • “If you can believe it, the mind can achieve it.” – Ronnie Lott
  • “Without self-discipline, success is impossible, period.” – Lou Holtz
  • “Success is where preparation and opportunity meet.” – Bobby Unser
  • “It isn’t the mountains ahead to climb that wear you out; it’s the pebble in your shoe.” – Muhammad Ali
  • “I’ve learned that something constructive comes from every defeat.” –  Tom Landr
  • “Mediocre people don’t like high achievers. High achievers don’t like mediocre people.” – Nick Saban

There you have it, wise words from proven winners! Let us know which sports quotes motivate you!


Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and sees that information to predict a new hire’s likelihood to succeed in a position before they’re hired. Plus, learn about Sprockets’ start in sports.

Sprockets decreases the number of screening interviews you conduct, allows you to conduct unlimited candidate assessments, and reduces turnover through increased employee engagement.

Relatable GIFs for HR Professionals

Relatable GIFs for HR Professionals 150 150 Sprockets
It’s widely known that being a human resources professional, talent manager, or recruiter comes with a lot of highs and lows. From no-shows at interviews to connecting with a candidate to helping a colleague through a tough time, you deal with it all. We won’t claim to know everything you go through, but being in the HR space, we have a good idea…
Here are the best #relatable GIFS we found for HR professionals.
When you just have to shake your head at what people think is okay at work…
A gif from The Office 
When you schedule an interview and the person is a no-show.
Kanye West shaking his head 
When you *finally* find the perfect candidate for a specialized position.
A gif from Grey's Anatomy 
When you get over 200 resumes for one position.
A gif from Friends
When there’s an open bar at the company holiday party.
A gif from New Girl 
When you’re waiting for a candidate to sign the offer letter.
A gift from New Girl 
When it’s time for open enrollment.
A gif from New Girls 
When two employees just won’t get along.
A gift from Fuller House

Learn how Sprockets can assist in your hiring process to take some of the headaches out of your job.

4 Reasons Why Clients Love Sprockets

4 Reasons Why Clients Love Sprockets Sprockets

We know that Sprockets’ predictive hiring assessments can help your business, but don’t just take it from us. Hear from our current customers on why using Sprockets is worth it, plus the different use cases!


1. Analyze Applicants Faster

“One example I always use is the time I had a great phone interview with a Manager candidate. Sprockets scored this person as a “red”, meaning they were a poor fit, but I went ahead and invited them to our offices in Charleston for an in-person interview anyway because they had all the qualifications. It took about 5 minutes for me to figure out that the person was a bad fit for the job.” – Jim W.


2. Additional Data Points

“We sent a simple survey to our employees and then Sprockets delivered their final report. From the information that was provided, they created nearly 2,000 data points!” – Rybicki S.


3. Career Pathing

“I found the most value with their career pathing functionality. Sprockets was able to determine 1) which employees didn’t mentally fit their current position and 2) where they should be moved to. This data saves our company money in training and turnover costs. Instead of firing a bottom performer and retraining someone else, we can simply move them to a position where they have a higher probability to succeed.” – Nicole B.


4. Cultural Insight

“I remember saying out loud while reading the report, ‘this is very much the culture around here’. Sprockets was able to measure our core values, needs, and collective traits.” – Lee Y.


Make better hiring decisions with Sprockets’ predictive hiring assessments.

Someone pouring coffee

10 Surprising Hospitality Employment Statistics

10 Surprising Hospitality Employment Statistics 737 488 Sprockets

We have compiled 10 stats about hospitality employment. Hoteliers are forced to make important decisions with very little time or technology. That’s why we started Sprockets. We wanted to give hotels the tools to make better hiring decisions and make it affordable!

  1. A job is added every 2.5 seconds in the hospitality industry.

  2. 53% of hospitality businesses expected their staff numbers to grow in 2018.

  3. 54% say hiring and retaining staff is a major challenge.

  4. The hospitality industry adds 3.4 trillion to the global economy every year.

  5. The average hotelier spends 33% of their revenue on staff-related labor costs.

  6. In 2016 the turnover rate in the U.S. hospitality industry topped 70%.

  7. 39% of front-of-house employees leave within their first 90 days.

  8. A recent Gallup Poll shows 70% of workers are currently disengaged on the job.

  9. 337 Million Jobs worldwide in the hospitality sector by 2023.

  10. 1 in 10 employable people would be employed in hospitality and tourism by 2023.


Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and sees that information to predict a new hire’s likelihood to succeed in a position before they’re hired. Try Sprockets for your hospitality employment.

A woman and text reading "X-FACTOR"

Sprockets’ Start in Sports

Sprockets’ Start in Sports 732 414 Sprockets

“We succeeded in building the best sports recruiting tool in the country. Now, it’s time to change the HR industry.”

Did you know that Sprockets started as a sports recruiting tool for professional sports teams? After watching a documentary about Tom Brady being selected 199th in the draft, our Founder researched hundreds of existing metrics that would explain how 32 NFL teams with all the resources in the world (salary cap $155 million per year) could pass on the greatest athlete of all time… 6 times. Five Super Bowls later, NFL scouts credit Brady’s success to nebulous and overused sports terms like “heart”, “grit”, and a “winner’s mentality”.

Using those phrases only contributes to the problem as they require subjective and biased opinion. If they were useful, the best players in the league would also be recruited and picked first.

The following 4 questions lived on our whiteboard for 10 months:

  • What makes an athlete great?

  • Why aren’t the most physically superior athletes the most successful?

  • Can we identify an athlete with the “x-factor”?

  • Can we identify which athletes will fail?

So, we went to work developing technology that could effectively measure an individual’s mental makeup, determine the shared characteristics of the best athletes in the world, and create predictive algorithms to help teams with prospecting.

In two short years, college and professional sports teams that used our software doubled (from 31% to 63%) their win percentage. The Denver Outlaws, as an example, just won the Major League Lacrosse Championship.

Bringing the Tech to Businesses

As we started to scale, we engaged with a few smart human resource departments at big companies. The results were better than expected. We always had confidence that the technology would work in sports, but the case studies in “the business world” far exceeded our wildest expectations.

  • Sprockets reduced the turnover of our customers.

  • The technology accurately predicted the success rate of 94% of the employees observed.

  • The Sprockets system cost 250X less than competitors in the space.

  • Every company that we worked with saw an increase in sales, employees, and engagement.

  • Sprockets helped companies that previously could not use assessment technology.

Previously, our total available market (TAM) was roughly 150 professional sports teams. If we transitioned our proven technology to help companies with hiring, the TAM would exceed 27,000,000 prospects.

Sprockets helps companies hire more top-performing people. We are able to decrease the number of screening interviews, allow you to conduct unlimited candidate assessments for only $99 per month, and reduce turnover through increased employee engagement.

The Best HR GIFS

The Best HR GIFS Sprockets

While the Human Resources department gets characterized as sticking to the rules and no-nonsense, we know you like to have fun, too. Check out these relatable HR GIFS for your crazy, hectic, and sometimes unbelievable workday.


A picture of a woman with text reading "I'M NOT A REGULAR HR. I'M A COOL HR"

A cartoon character with text reading "WHEN YOU GET A RESUME AND THEIR EMAIL IS "IHATEWORK@GMAIL.COM"



A collage of different pictures and memes about Human Resources workWhat’s your favorite HR meme? Let us know!

Plus, do you know about these 10 Surprising Hiring Facts?

Learn how Sprockets’ predictive hiring system can assist your team in making the best hires.

Two women in a successful candidate interview

How to Prepare for Successful Candidate Interviews

How to Prepare for Successful Candidate Interviews 1458 964 Sprockets

You’ve found a selection of candidates to interview for your opening and you’re juggling schedules to get them on site. You hope to be successful in finding a candidate that’s the perfect fit for the work, the team, and the organization. Predictive hiring tools, along with careful preparation, are recommended to get the best hires. To hedge your bets, getting ready for the interview is as important as the interview itself. Like everything in life, it’s all about the prep.


Step 1: Determine Who Should be Involved

Who participates in the hiring process is mission-critical. Recruiters typically screen for the basics: is their resume accurate; are they who they say they are; what are their basic skills, communication, etc. From there often a hiring manager will follow up with job-specific questions.

In today’s time-to-hire pressure-cooker environment, it might make sense to rethink who is involved, and when. Can you build questions into the process for the recruiter to save managerial time? Is there a need to go beyond basics and delve deeper into the candidate’s soft skills? Who will assess these? Assigning the right person to each task can result in a more cohesive hiring process and hiring decision faster and get more successful hires.

Step 2: Find Out What You Don’t Know

Do you know what you don’t know when it comes to hiring specific candidates?

Many companies today are dipping their toes into tech waters, for example. Those who previously outsourced tech are finding it’s more cost-effective and efficient to have an in-house employee. But few have the skills to assess a candidate’s technology chops. The same can be said of other uncharted avenues companies are exploring.

Who will interview these candidates? Who has the knowledge base to verify they know what they’re talking about? Prepping for these interviews can be critical. A bad tech hire, for example, can mean more than a bad employee: the impact they might have on data, privacy and your reputation could be devastating. Preparing for interviews where you’re unsure of your knowledge base might require bringing in a consultant. It begins with understanding what you don’t know.

Step 3: Determine Interview Process & Employee Involvement

Does your typical hiring process dictate this will be the first of many interviews or will a decision be made on the spot? In today’s tight applicant market a lengthy interview process could mean a lost candidate. If you’re hoping to snag talent before someone else has the chance, can you consolidate several interviews into one longer session? Rather than having HR prescreen, then schedule a follow-up interview at a later date, consider having hiring authorities, team members, and others at the ready, if the candidate is worthy of passing up the ladder.

Step 4: Look Beyond the Resume

A new focus is on soft skills/emotional intelligence like leadership, strong communication skills, and the potential to learn and grow. EI may be as strong an arbiter of success as background and qualifications, but screening for these may be challenging. Does every role require leadership abilities? Would adding a new hire with them to enhance or disrupt a team that already has strong leaders in place? What type of communicator will likely succeed in the job or with the group? A deep understanding of what the role requires is key to affect a successful hire. Scheduling interviewers who are adept at delving deeper than the resume to find the right fit may be as important as verifying experience and degrees.

When you’re ready to hire, make sure you’re also ready to interview. Sprockets’ predictive hiring solution, the Applicant Matching System, can help.

A man updating his LinkedIn profile

Why It’s Time to Update your LinkedIn Profile

Why It’s Time to Update your LinkedIn Profile 2048 1365 Sprockets

We’ve known it for a while… the recruitment landscape is changing. But how do you make sure your application isn’t overlooked in this increasingly digital age? Here are a few tips for ensuring your LinkedIn profile is more attractive to hiring professionals.

The Data is Greater

LinkedIn has become a useful tool for submitting applications. Every day, more and more recruiters enable the “apply with LinkedIn” function. This is a great tool for both participants and recruiters, as many applicant tracking systems (ATS) can now parse your LinkedIn profile far easier than your beautiful PDF resume. Despite the bad press, AI is an incredible tool for recruiters and candidates alike, as it allows time to be saved for the richer aspects of recruitment, such as interviews. In this sense it is far more advisable to update your LinkedIn profile than to spend hours on individual applications. In order for your profile to be parsed most effectively, make sure your education and experience sections are descriptive, clear and complete. Finally, always double check your application before submitting, as formatting such as bullets are not always correctly processed.

Just Ask Google

Checking a candidate’s digital footprint has become an early step in a company’s recruitment process, sometimes before (or even in place of) the cover letter and application you’ve so lovingly put together. A hiring manager knows what skills and experience they’re looking for, so running your name through Google is often the quickest way for them to fact check their list of requirements against one of the first things that comes up; your LinkedIn profile. Make the best impression by presenting a profile that is up-to-date, complete and keyword rich, ideally using industry specific terms that occur in the job postings and descriptions you are applying for. Deliberately utilize your headline and summary to reflect your key strengths and experience, and equally weight your sections to build your image as a well-rounded character. Recommendations and endorsements are the icing on the cake!

Afraid of Commitment?

Did you know that the average resignation can cost an employer up to $30,000? Astute recruiters are therefore looking for indicators of employee engagement. Indicators include: length of service in roles, gaps in employment, and commitment to a certain industry. This information should be readily available on your resume, and should match your LinkedIn profile. It is also important to note that ‘going digital’ is now the norm for even the most tech-free of roles. More and more companies are implementing employee engagement programs, encouraging employees to share job postings on their LinkedIn pages, and issuing guidance on how to align bios, photos, and company descriptions. Present yourself as an engaged employee by using your account to engage in regular, positive activities, both with your employer, and with the wider LinkedIn network.

Big Brother is Watching…

Recruiters often have huge numbers of LinkedIn connections, and many use the network daily to source candidates. The likelihood that you have a connection in common is therefore extremely high, which can definitely work in your favor. Compare a quick InMail to the traditional route of reference checking; in a world where recruiters are judged on ‘time to hire’, shortcuts such as this are great. Whether you are initiating a job search or not, make an effort to continually increase your network by making connections that are appropriate, credible, and relevant wherever possible. Your future self will thank you in the long run! Better still, encourage past and present colleagues to provide you with recommendations that support your highlighted skills. Consider offering recommendations to others to get yourself off to a flying start.

Just Be Yourself

In summary, a great LinkedIn profile should have a purposefully created aesthetic and thoughtfully built-out sections. Make sure you use a congruent voice/tone, and ideally, employ a well-developed career narrative throughout. Your LinkedIn profile represents your personal brand and should therefore receive as much care and attention as your resume; always make sure to update them both in tandem! Ultimately though, your profile should be an accurate depiction of who you really are, conveying your strengths, experience and purpose as an individual. Recruiters want to match the right people to the right positions; your LinkedIn profile should therefore be setting the foundation for your future success.

Why NFL Teams Fail When Selecting Players

Why NFL Teams Fail When Selecting Players 150 150 Sprockets
Article Takeaways
  • Professional sports teams and corporations use similar methods for prospecting talent and player selection. Consequently, they both fail with huge financial consequences.

  • Traditional assessments and probing interviews do not effectively predict the probability that a prospect will succeed on their team.

  • An organization must look beyond ‘skills’ if they want to be successful.

Every year, 32 NFL teams have seven rounds to select the best 254 players in college football. Despite having overwhelming amounts of player data, coaching references, and game film, organizations with a $155 million annual salary-cap still struggle to draft the right players.

Similarly, companies in the United States spend billions of dollars per year on hiring with little success. 46% of all new hires fail. 31% fail in the first 30 days. The current hiring process is time-intensive, biased, expensive, and inefficient.


There’s a misconception that the most physically gifted athletes will become the highest performing. Scouts religiously review the prospects’ 40 Yard Dash, Long Jump, Bench Press, and 60-yard shuttle. These metrics are easily captured but oftentimes overused. Tom Brady failed these tests in historic fashion in 2002. Because of this, he fell to the 199th pick in the draft. Eighteen years later he is now widely considered to be the greatest football player of all time.

80% of employee turnover is due to bad hiring decisions. When hiring managers select candidates solely on factors like education and skillsets, they are surrendering to a candidate’s self-reporting and ignoring how the candidate will ‘fit’ within their culture resulting in bad hires and future turnover.

What makes Tom Brady “the goat” is not his physicality. It’s his mental makeup. The way he thinks. The way he computes information. His wants, values. and personality.

The single most important factor to a candidate’s success is their mental makeup. If they do not have what it takes to flourish in your unique culture, they’ll likely either leave or become a bottom performer. When their core values, needs, and personality traits fit your corporate mission, they will become a positive contributor, love coming to work every day, and become more successful.

The next dynasty will belong to the team that can quantify and weaponize the “mental side of the game”.

Companies that quantify and weaponize “mental makeup” will experience less turnover, more engaged workforces, and better hires.

Tools for Assessing Prospects

Today, NFL teams do not use the proper tools to measure a prospect’s mental makeup and subsequently draft the wrong players. The most common and broadcasted way that an NFL team measures “between the ears” is the Wonderlic test. Although designed to help teams better understand the IQ of athletes, there doesn’t appear to be a correlation between an individual’s score and their performance in the NFL. Below are a few notable quarterbacks.

A chart with names of quarterbacks and their stats

Wonderlic does not officially release these results but they are routinely leaked and can be found here.

As seen in the chart, there is no correlation between an individual’s high Wonderlic score and the success as an NFL quarterback. A high score or a low score may be an indication into the quarterback’s IQ, but it does not provide any valuable information as to future performance or success.

Personality assessments today presume to know what it takes to be successful by reporting numerical scales and personality types. Although filled with psychological cookie-cutter paragraphs and graphs, the reports do not yield any predictive or tailored data to predict a candidate’s success within your organization. They overgeneralize position requirements and produce reports that all salespeople, as an example, share personality traits from company to company and industry to industry. What we know to a mathematical certainty is that every culture is different. Every job is different. Every position has different responsibilities with equally different pressures and success requirements. Does a used car salesman have the same mental makeup as someone who sells nonprofit software? No.

Current Interview and Assessment Questions

Every year, the top college prospects are invited to the NFL combine. This is oftentimes the first time NFL teams meet and interview prospects. Instead of administering predictive personality assessments, many scouts opt to spend their time asking unconventional questions.

  • Obum Gwacham was asked, “When did you lose your virginity?”

  • Austin Lane was asked, “Would you use a gun or knife to murder someone?”

  • Willie Beavers was asked, “Would you rather be a cat or dog?”

  • Dane Brugler reported that a prospect was asked, “Do you find your mother attractive?”

It’s difficult to gather useful information and data from questions like that. Many coaches may claim that the answers are telling of personality, but there is little to no scientific backing supporting said claims.

When not done properly, interviews can be misleading, biased, and time-consuming. 33% of hiring managers claim “they know” if they will hire someone within 90 seconds.

Hiring managers draw much of their conclusions before an interview begins. 26% of candidates get rejected because of a bad handshake. 33% because of bad posture. 38% because of lack of smiles. 55% because of “the way they walked through the door”. “70%” because of trendy clothes.

Companies like Google and Facebook ask notoriously strange questions, but there’s no data to suggest that any set of questions are indicators of success.

Simply put, current personality tests and probing interviews do not effectively measure the likelihood that a prospect will become an NFL star rendering them completely useless.

This is true for businesses as well. Current personality tests and probing interviews do not effectively measure the likelihood that a prospect will become a successful employee at your company rendering them completely useless.

At Sprockets, we help organizations recruit great people by determining the mental makeup of the highest performing people, discovering what they have in common, and using that as a benchmark for all future prospecting. We combine 80 years of scientific research with cutting edge artificial intelligence to provide assessments that predict performance and success. Although today we focus on helping companies, we got our start in sports.

Reduce Employee Turnover in 6 Steps

Reduce Employee Turnover in 6 Steps Sprockets

Up a full percentage point, employee turnover in the U.S. hit 19.3% in 2018 according to a report by Compdata.

Factor in a tight labor market that gives employees more options, and employers are left scrambling to reduce turnover. Worse yet, when employees leave costs go beyond slower production and knowledge loss; recruitment, hiring and replacement costs can skyrocket. According to the Work Institute’s 2017 Retention Report, replacing a departing worker costs employers $15,000 for someone earning a median salary of $45,000 a year.

Lets dive deep into employee turnover and review six steps that you can implement to reduce it in your organization.

First, Why is Reducing Employee Turnover Necessary?

As mentioned above, research has shown that replacing a departing worker who makes a median salary of $45,000 a year costs the employer $15,000. But besides the turnover cost of replacing an employee, why else should employers care about reducing employee turnover? The answer is that a high turnover can result in low employee morale. 

If a company experiences a high number of employees leaving, the remaining employees take on additional workloads, roles, and training- making their lives more difficult. This can result in a reduction in the quality of work and morale. 

If an employer experiences this, they should take action by building up employee engagement. They can do this by creating a positive work environment, providing recognition for the work they provide, and giving encouragement. 

Six Steps to Reducing Labor Turnover

1. Hire The Right People.

This strategy may seem obvious and unworthy of mention, but nothing could be further from the truth. In fact, many business owners make the mistake of hiring individuals who are simply wrong for the company. This includes incredibly talented, hard-working, friendly people. The business owner who truly wants to reduce employee turnover must be dedicated and diligent in the process of ensuring new hires fit their culture and have the highest likelihood to succeed.

Luckily, there are many steps you can take to increase your likelihood of hiring the right people. One is defining the role clearly. This step is imperative because it ensures that you and the job candidate retain a clear understanding of their roles and responsibilities. This step should help you weed out individuals who either don’t possess the necessary qualifications or simply don’t want to complete specific work-related tasks and assignments.

Another strategy you can implement to ensure that you’re hiring the right people is utilizing hiring assessments. These assessments can help you determine whether a job candidate possesses the characteristics necessary to excel within your company. These days, some companies will have your existing employees complete the assessment first. In so doing, the companies can identify which shared characteristics their most successful employees have. They can subsequently determine whether a job candidate has those characteristics. The end result is an enhanced ability to predict whether a specific candidate can thrive with your company. Because these assessments can help a business owner identify the bad fits and good fits for the company, utilizing these assessments can reduce the number of candidates that the employer needs to screen.

2. Make Your Company Culture Known.

In many cases, employees leave a company or are fired because their personal value system does not parallel the company culture. This is why continually making your company’s culture known to employees is imperative. Doing so ensures that everyone is on the same page regarding expectations in terms of anything from what they wear to work, how often they’re expected to do overtime, whether they’re required to engage in volunteer activities, and if attendance at office parties is imperative. Every company has a culture, but the visions and values that give life and substance to the culture are not always stated clearly. When this is the case, employees can become confused regarding how they are to think and act while in the work setting. The end result is oftentimes unnecessary office tensions and internal conflicts which lead an employee to quit or get fired.

3. Offer Employee Development Resources.

Here’s an old business joke you may have heard…

CFO asks CEO: What happens if we invest in developing people & they leave us?

CEO: What happens if we don’t & they stay?

Offering employee development resources is more likely to reduce employee turnover than make employees want to leave. These resources are important for many reasons. First, they show your staff members that you are genuinely interested in their personal and professional progress. Once this happens, your levels of employee satisfaction will increase. When employee levels of satisfaction are substantive, staff members are typically willing to stick around in tough times because they are thoroughly persuaded that employers are on their side and are making decisions that benefit them. Another reason that you should offer employee development resources pertains to job efficacy. Specifically, those who attain ongoing training and evaluations typically learn how to complete their work-related tasks with greater efficacy and expedience. Once this happens, you can witness a wide range of wonderful business-boosting outcomes. Some of them might include more substantive conversion rates, less office hostility, and enhanced productivity.

4. Encourage Gratitude And Generosity.

Another strategy you should implement to reduce employee turnover is encouraging gratitude and generosity. This strategy is ultimately a pro-social effort. A pro-social effort means that it encourages your staff members to connect with other employees in a manner that involves elevating everyone’s sense of humanity and community. The end result of ongoing expressions of generosity is a happier, healthier staff. Note that when staff members are healthy and happy, they’re much less likely to quit.

5. Reward Hard Work.

One of the best ways to ensure employee retention is by rewarding hard work. Doing so shows staff members that their efforts are recognized and respected. Note that there’s more than one way to reward hard-working people. Also, note that customizing the reward to suit the employee’s personal preferences or professional aspirations is always a good idea. For example, if you know that a specific employee wants to move forward with your company, the reward for ongoing excellence in project completion can be a new title that involves more responsibilities coupled with greater freedom in things like their work schedule.

Another big benefit of rewarding hard work is that it encourages a culture of excellence. This is true not only for the individual who is being rewarded, but for every staff member that becomes aware that the reward was disseminated. With these realities in mind, think critically about what the reward method will be and what level of performance is required to warrant recognition and awards. In addition to offering bonuses and paid time off, consider the value of rewards that involve prizes given to an individual who becomes goes above and beyond without being asked.

6. Emphasize Work/Life Balance.

Even employees who willingly work hard need to maintain a balance between their personal and professional life. Without a balance, stress levels skyrocket and can lead to multiple unwanted outcomes. Some of them can include burnout, resentment, and recurring illnesses. When these negative realities surface and become normative, employees may blame their line of work and then quit. Luckily, there are many ways that you can make work/life balance a real thing at your company. One of the simplest and most effective strategies is by offering a flexible work schedule. This increases the employee’s likelihood of being able to maintain a healthy social life and engage in self-care activities while simultaneously operating effectively and optimally while in the work setting.

Don’t Delay: Start Reducing Employee Turnover Today!

Once you realize that it’s time for your organization to step into a deeper dimension of efficacy and excellence, you need to start making institutional changes. One change that can be particularly beneficial is utilizing strategies that will reduce employee turnover. Use some or all of the information outlined above to ensure that you can retain more and more staff members this year!