I am an HR generalist at a nonprofit social services agency that deals with domestic violence. Due to the nature of the work, we have always experienced a turnover rate between 30 and 40 percent. Is our turnover rate at or near average benchmarks for this line of work? And knowing we can’t change the stressful nature of the work, how do we keep our best people from burning out?
— Stress is Killing Us, HR/facilities manager, nonprofit, Phoenix, Arizona
We’re hearing more people talk about engagement for contractors and temporary staff, or contingency labor. While this sounds great in theory, how plausible is it? And does it carry the same weight as engaging our direct hires?
— Enough Worries, project manager, architectural manufacturing, Memphis
Leaders' their vision begins with the organization’s overall mission and the values that will drive how team members work, treat one another and serve their markets or consumers year after year.
How does management style affect someone’s ability to lead? We’re wondering if we should promote people with certain styles of leadership (autocratic, democratic, laissez-faire).
—Always in Style, office coordinator, government, Washington, D.C.