Sentences with phrase «with high employee»

Retail companies are consistently faced with high employee turnover, so smart hiring decisions are the best way to reduce risk and theft.

With high employee wages and an unemployment rate that is almost well below the national average of 7.3 %, it is easy to see why Seattle is a great place to work, but it is also a great place to live.

That's a good way to cost your company a lot of money with high employee turn over and high training costs.

Years ago, Kevin Taweel, chief executive and co-founder of cellphone insurance provider Asurion, was grappling with high employee turnover and other issues in the company's round - the - clock call center.

Companies with the highest employee engagement levels understand that yesterday's work environment is no longer enough to attract top talent; Millennials play by a different set of rules.

In 2010, Forbes magazine named Overstock.com the No. 9 Best Company to Work for in the Country, and Byrne the CEO with the highest employee approval rating (92 %).

Not exact matches

Providing employees with higher pay, better benefits, and greater opportunities is certainly important.

Initially, it will focus on technology solutions designed to «provide US employees and their families with simplified, high - quality and transparent healthcare at a reasonable cost.»

But, according to Maxfield and Hale, many top employees set non-negotiable check - ins every week to refocus and align their to - do lists with their high - level priorities.

Expectations for their effort to provide their employees with better health care options are even high enough that stocks of other health care companies fell on the news Amazon and friends were entering the fray.

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

Even if a workplace has all of the positive variables you have outlined — the right tools, excellent training, support from their boss, setting targets with rewards and the company has a high staff morale; if you have an employee with poor emotional intelligence, this can really impact the wider team.

Employee retention is high, with many staff hitting their five - and 10 - year anniversaries (the company celebrates those milestones with team trips to Munich for Oktoberfest).

We found that small businesses are hit particularly hard by regulatory compliance, with regulations costing them over $ 10,000 per employee, 36 % higher than the cost to larger businesses.

Like all hedge funds, Bridgewater seeks out entry - level employees with a high - level business education, but it is also an outlier in the way it both finds and attracts nontraditional candidates.

Reverse mentoring puts higher - ups in closer touch with younger employees and produces better results than top - down initiatives

Normally, a firm with several years of experience should have more expert employees, who can help in generating high quality and effective outputs with minimum time.Once again thank you so much for this post.

Compared with standard offices, employees experienced more uncontrolled interactions, higher levels of stress, and lower levels of concentration and motivation.»

When I have a variety of contractual employees I keep the momentum high with new faces, ideas and energy.

Employees say Tesla is grappling with a high amount of flawed parts and rework at its Fremont factory where it makes new vehicles.

The company has a love affair with their leadership team, evidenced by their employees long tenure with the company and the very high reviews of their CEO on Glassdoor.

Women account for a higher fraction of businesses without employees (40 percent) than those with employees (36 percent).

Bear in mind also that most people don't have an entrepreneurial mindset, and you may be more comfortable with higher levels of risk than the salaried employees you may know.

The employees with the highest productivity ratings, in fact, don't even work eight - hour days.

With these benefits in place, among others — including surprise Apple Watches for employees and quarterly bonuses based on profits — Squaremouth has maintained a high level of customer service and has grown to more than $ 17 million in annual sales in 2016.

People will leave for other teams, departments or even careers, with a high cost to replace and train a new employee.

Right now, a lot of these Silicon Valley unicorns are seeing unnecessarily high rates of attrition with employees.

Before this starts to sound like the annual lecture from management — perhaps you're one of those corporate employees forced to sleepwalk through an intranet quiz once in a while to prove to your higher - ups that you're familiar with the company's code of conduct — consider DeMars's argument for the value of the ethical office from a personal standpoint: «In order to live happily and at peace with ourselves, we have to live in ways that are congruent with our morals,» she argues.

That's one - third at a time when more and more companies demand and value data literacy in their employees — and 76 % of employees report they are working with a higher volume of data today compared to three years ago.

The investment office in Montreal was a high - pressure environment that churned through workers, according to interviews with 10 former employees (most of whom requested anonymity) and three previously unreported employee lawsuits, one of which is ongoing.

According to well - established research lasting motivation does not happen with incentives, but rather when employees (1) feel a sense of achievement, (2) have choice and the ability to participate on their own terms, (3) have opportunities to interact with others, (4) feel connected to a higher purpose, and (5) have fun.

The falafel is lightly fried using our «Perfect Fryer» which is designed for use in restaurants without an exhaust hood, and our high quality chicken and steak come precooked from professionals and are prepared for service in steamers, allowing franchisees and employees with minimal to no restaurant experience to run each location with confidence.

While President Obama has supported a few proposals that benefit high - growth, high - tech entrepreneurs (like the Jumpstart Our Business Startups Act, most of his policies have been hostile to the interests of Main Street business owners, particularly those running labor - intensive businesses with low - wage employees.

On June 8, as the investigation proceeded, the incident response team shared with relevant agencies that there was a high degree of confidence that OPM systems containing information related to the background investigations of current, former, and prospective Federal government employees, and those for whom a federal background investigation was conducted, may have been exfiltrated.

«The board is deeply committed to ensuring the safety and wellbeing of all of the company's employees and to operating with the highest ethical standards,» it said in the statement.

«Often newer businesses will overpay for employees which can artificially drive up salaries to levels that are not warranted, even with the higher cost of living in LA.»

Employees are often concerned with maintaining the status quo and pleasing those in higher positions.

With its focus on the institutional and high net worth wealth management business, automation alone would not be able to completely substitute employees at Morgan Stanley, he said.

Although it sounds like fun and games, in this loft - like space with floor - to - ceiling windows, each employee, speaking into his or her wireless headset, is trading in the high - stress world of recruiting and job placement.

The company saw a high rate of attrition among entry - level employees right about 10 months into their tenure with the organization.

From equipping employees with the tools to be successful to providing career paths, here are a few pieces of advice on what it takes to have a high - performance culture.

Instead, build a high - functioning workplace with a trusted circle of employees who each use their unique talents to the best of their ability.

Identifying and recruiting talent is a challenge for large businesses, and even more of an issue for small businesses, where a future employee needs to demonstrate a high level of resilience and entrepreneurial spirit in order to develop with the business and adapt to unexpected.

Goals that are consistent with the company mission and build from one success to another are absolutely imperative for maintaining high levels of employee engagement.

This feedback can be passed to the highest levels of the company and gives an accurate picture of how employees are aligning with the company's core values.

According to studies by the Hay Group and Towers Watson, engaged employees are 43 % more productive, and companies with the highest percentage of engaged employees, on average, increase operating margins 3.64 % and net profit margins by 2.06 %.

The researchers can't say exactly why that happened, but one possible reason is that high - performing female bosses may feel threatened by their low - performing female subordinates and worry that they themselves will be evaluated negatively through association with the struggling employees.

Otherwise, as soon as your employee finds another job with higher compensation, they will leave.

«The employees with the highest revenue per hour — an average of $ 208, compared with $ 138 for the full sample — were ambiverts who had a personality test score exactly between extroversion and introversion.»

Employees say: «Gibbons affords the high - level work and competitive pay of larger law firms with a genuine respect for family and evenings.