James Taylor

Recent Posts

Taylor Group is Excited to Announce Upcoming Rebrand

May 17, 2018 by James Taylor

Our team at Taylor Group is excited to announce we’ve decided to rebrand! This change will encompass a new company name, new visual identity, and a brand new-and-improved website. This rebrand means a lot to us, and we believe it will have a positive impact on our own growth as well as the service we provide our customers. To us, our new brand will be a significant step forward in our efforts to:
• Further our core mission to help Emerging Companies strategically approach their people operations.
• Engage with our customers in new and exciting ways.
• Support us as we continue to grow our team, bring new products to market, and thoughtfully expand geographically.

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How to Make Powerful Employee Career Paths that will Retain High-Performers

March 15, 2018 by James Taylor

Creating career paths for employees can be a challenging but worthwhile initiative. In today’s ultra-competitive job market, it’s becoming more and more important to invest in your employees, so you can retain them in the long-term. The problem is, many companies are simply not doing a great job at providing tangible vertical career paths for top-performing employees.

A recent survey by Gallup found that 93% of people advance their career by taking a position with another company. This means that just 7% of employees are being promoted internally. For high-growth companies, recruiting might seem like the only option to quickly obtaining the best talent.

However, promoting internally can save you the time and money that would traditionally be spent on recruiting external candidates. Beyond this, internally recruited employees typically have a far shorter “ramp-up time”—meaning they can start making a big impact in their new position immediately.

In this post I’ll explore the benefits of creating clear career paths for your employees and outline a step-by-step process to launch your own career pathing program.

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Boost Your Compensation Confidence with Six Creative Comp Tactics

February 27, 2018 by James Taylor
Compensation strategy is an important component of your company's overall hiring strategy. You already understand that compensation is very important to be able to hire and retain top talent. What you might not know is that there are some simple strategies you can use to increase the value of your compensation without increasing base salaries. In today's post I'll explore how to understand your total compensation package and offer six unique strategies to increase the value of your total compensation offered.
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5 Tactics to Retain Top Talent at Growing Companies

January 15, 2018 by James Taylor
Employee Retention Quick-Facts:
  • It costs nearly 20% of an employee’s annual salary to replace a current employee.

  • Roughly 63% of employees are actively looking for a new job.

  • Engaged employees are 87% less likely to leave their organization.

  • The majority of turnover (52%) occurs in the first year of employment.

  • One in four employees would leave their job for a 10% raise.

  • Only 17% of organizations are aware of the costs of employee turnover.

  • About 65% of employees believe they can easily find a better position that pays more.
5 Tactics to Retain Your Top Talent:
  1. Know who to retain. How do you identify top performers at your organization? Pinpointing rising stars is crucial to your overall retention strategy. Look for employees with the following traits: dedication to high-quality work, desire for growth, self-starter, decision-maker, critical thinker, and great communication skills.
  2. Provide realistic job expectations. Be explicit and clear on the responsibilities entailed in a position from the beginning. Employees should have a clear understanding of the scope of their position and have a general idea of what their day-to-day will entail. Unrealistic/untrue expectations lead to employee disappointment, frustration, dissatisfaction, and ultimately attrition.

  3. Get compensation right. Compensation is a critical component of your overall retention strategy. If you can afford to compensate over-market, you should. You should also factor in the value of your total compensation package, which includes all the benefits you offer. It’s important to make sure the value of your total compensation package is clearly explained to new employees. Your current employees should also be continuously made aware of the benefits offered to them.

  4. Provide clear career-pathways. Annual performance reviews can be stifling for goal-oriented, fast-moving top performers. Instead, design an individualized career-path with clear goals and quarterly performance milestones for each employee.

  5. Connect employees beyond their manager. In a study completed by The Herman Group, 75% of employees leaving a position claimed they left due to a bad manager. This figure demonstrates the importance of helping employees connect with the organization beyond their direct manager. Some effective ways to do this include providing each employee with a mentor, implementing 360 degree performance reviews, or leveraging peer reviews.
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3 Keys to Simplifying ACA Reporting Requirements

December 2, 2015 by James Taylor

      If you are reading this post, it’s likely that your company still has not solved the issue of the new employer reporting required by the Affordable Care Act. Effective January 1, 2016, employers who offered Health Care Coverage in the previous year must comply with all sorts of new regulations.

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Filed Under: Human Resources, ACA Reporting, Employee Benefits, Healthcare

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