Alison Stevens

Small business owners today have access to a significant volume of data when it comes to managing their business, and their employee data may reveal insights that are hiding in plain sight.  Most business leaders have access to workforce dashboards to track turnover, overtime, engagement, cost per hire in real time, and more. What they truly need is the ability to turn that data into a decision before the moment that matters has passed.

Compensation isn't a data output — and the leaders who lose sight of that while employees arrive with ChatGPT-generated benchmarks risk eroding trust, culture and retention.

Most companies respond to slowing growth by hiring, but the real constraint is often hiding elsewhere in the business.

With talent scarcer than ever, companies that go beyond pay to offer growth, flexibility and real leadership will win the loyalty of top performers.

Most leaders focus on technical skills, but this lesser-known trait quietly shapes team loyalty, engagement and long-term performance.

Today's workforce is one of the most generationally diverse, so human resources leaders need to understand how to recruit and retain employees based on the unique needs of each talent pool — and the commonality they all share.

Retention will be the name of the game in 2023 — and the best way to ensure that employees stick around is to invest in initiatives that facilitate fulfilling work experiences.

Today's employees are seeking understanding, support and flexibility within their roles — and they will leave employers who don't give it to them. Here's what business owners and entrepreneurs need to know.

Businesses should deliver more appealing benefits packages so as to increase the retention of current employees.

As normalcy returns to the world and the workplace, staying connected to your team is more important than ever.