Recruitment & Retention During the Great Resignation

Tomorrow, May 19, 2022, ESC’s own Liz Warren (Executive VP and Chief People Officer) and Lauren Kersten (Human Resources Manager) will be presenting “Overcoming the Challenges of Recruiting and Retaining Staff” to the Medical Group Management Association (MGMA).  This seminar focuses on strategies to combat the Great Resignation (also being dubbed the Great Reshuffle). From … Continued

Employee Appreciation is More Than Just a Day

‘Tis the season – the season of professional appreciation days! It kicked off last week with Administrative Professionals’ Day (April 27th), and then jumped right into Teacher Appreciation Week this week (May 2nd-6th). We’ll follow it up with Provider Appreciation Day on May 6th and National Nurses Week May 6th-12th.  I got to wondering how … Continued

Change Management Techniques in Recruitment & Retention

Wednesday, November 10, 2021 |10:00- 11:00 am Change Management Techniques for Recruitment and Retention in a Post-Pandemic Environment An Interactive Webinar for Business Owners & Executives Overview As a follow up to ESC’s Recruitment and Retention webinar, join us to learn time-tested tools to build a workplace for the future. ESC’s sister company, Meliora Consulting, … Continued

The Strategic Component of Human Resources: Part II of III

Strategic HR and The PEOple Cycle: Part II of III Whitney Bower, Lauren Kersten, and Liz Warren At Employer Services Corporation we believe the true value of HR consulting is the strategic component. Strategic HR leads to results in increased productivity, culture changes that impact engagement, and the potential to become an employer of choice … Continued

The Strategic Component of Human Resources

When people think of human resources, they often think of payroll, benefits, rules and regulations, and the everyday compliance items that must be handled. At Employer Services Corporation, we handle these items, but we believe the true value of HR consulting is the strategic component that leads to results in increased productivity, culture changes that impact engagement, and assistance to help clients become employers of choice (EOC).

Three Steps to Employee Performance Management

At ESC, we love working with our clients to assist them with developing strategic HR programs to enhance employee engagement and increase retention. Employee performance management is just one of the great HR weapons in our arsenal. We have created several training modules built around this one topic alone, however, it all boils down to … Continued

Retaining Top-Notch Employees

Recognition is a Key Component of Retaining Top-Notch Employees Clients often ask what they can do to retain their top-notch employees. The answer to this question lies within that organization.  As a manager or business owner, you need to know what motivates your employees. Many times your first inclination is to give them a raise … Continued

Hello, My Name is Disengaged!

What Can You Do About Disengaged Employees? By Kristen Wolasz, Team Leader Formal employee evaluations or actively analyzing your organization’s employee engagement makes it easier to recognize when you have disengaged employees. These employees may show up late and leave early, verbally criticize the organization and its management, and spend more time counting down the hours … Continued

Engage your Staff: Employee Surveys and Feedback

Employee Surveys and Feedback An employee satisfaction survey can be a great way to obtain employee feedback and suggestions to guide your decision-making about potential changes that can improve employee engagement, morale, and productivity. However, managers should be aware that their approach in obtaining and using employee feedback can actually do more harm than good if … Continued

The Five Steps of Coaching & Progressive Discipline

Coaching and progressive discipline is the process for both dealing with teaching employee’s new skills as well as dealing with job-related behavior that does not meet expected performance standards. The primary purpose of progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. The goal of this process is to have the employee improve their performance to average or above-average expectations, but sometimes this doesn’t happen. In these instances, there must be a commitment to move forward with a separation or the entire process becomes meaningless.