With the high level of turnover in most companies today, many executives are scratching their heads trying to come up with ways to retain employees for longer than a year or two. From defined contracts and graduated salary increases, to loyalty pledges - leaders have gotten pretty innovative with ways to ensure strong talent won't run for the hills at the first whiff of a new opportunity. But, does it really have to be that difficult? Or is there an easier way to keep your employees happier and around longer?

One of the biggest struggles that most companies face today, is a problem that has existed before the cellphone, email and computer age - effective communication! Technology has brought us out of the age of needing to pick up a landline to communicate with our teams, but too many emails, meetings and messages have taken us from under-communicating to inundated with info. How can your team communicate smarter, not harder?

When an organization is small, it is easy to communicate information throughout the team. This is one of the many reasons why small companies are able to move so quickly and efficiently. However, as a compact organization begins to transition from small to medium, or medium to large, there can be a lot of growing pains in keeping communication running smoothly. Read our 4 tips to help your growing team communicate like a small business.

Big box stores have always been known for their bulk-priced value and competitive membership benefits. But few people know that they are also a great example of the effect that corporate culture and having an employee-first mentality can have on the success of an organization.

With the job landscape tipping strongly in favor of candidates over employers, the risk of losing top talent is higher than ever before. What can your organization do to keep your highest performers from seeking better opportunity elsewhere?

Every year companies large and small have to evaluate the heaviest costs to their organization. Most might think that workplace hazards, human error or operational inefficiencies are the biggest enemy of the bottom line, but more often then not all of these causes (and plenty more) are byproducts of one easily remedied problem: Bad Internal Communications. How much are poor communications eating away at your profits?

As Vice President Joe Biden inelegantly remarked to the President when the Affordable Care Act was passed in 2010, "This is a big [expletive] deal."

And it was, not just for consumers but for hospitals as well. Healthcare reform had two major effects. It increased the number of patients by lowering the uninsured rate and it introduced competitive pressures to the healthcare industry.

Doctor and author Robert M. Wachter has a fascinating op-ed in last Sunday’s New York Times about the disappointment of technology in health care. He concludes while technology has finally made in-roads in improving health care procedures in America, it's incorporation has left a lot to be desired. In his conception, it's in a state of version 1.0. Is this true?

Tech has more and more of an influence on every facet of business today, and employee engagement is no different. From enterprise social networks (ESNs) to internal communication tools, it seems like there’s another tool or platform to evaluate every day.

It’s not only prudent to monitor the specific tools themselves, but also to understand broader patterns and trends in society and technology when you consider bringing new technology into your company. What’s going through your employee’s minds? What’s going on in their lives that will make them more or less likely to adopt this new technology?

I've always thought there should be four distinct sections of HR in an organization, and in this post I’ll outline the reasons why and what those four areas are.

Nothing is more frustrating than an employee with a negative attitude. It not only affects that employees direct manager but can bring down an entire departments morale and performance. Negativity can happen with a single team member’s attitude or it can spread through a whole group responding to a workplace decision or event.

As we count down to this Sunday’s game we’re asking if what makes a great manager in business is the same on the field as in the boardroom.

Now that we’ve discussed intrapreneurship, you may be wondering how to make it part of your company’s success.