Does HR really matter? Yes! The cost of employee turnover varies from organization to organization, and role to role.  It’s clear that it’s not free, and the annual price tag is in the billions. You can evaluate the Employee lifecycle, make recommendations, implement new policies, train, and have the best documentation. But, if HR isn’t...Read More

The four most significant contributors to turnover for tribal organizations include policy violations, performance, personal, and new work. Turnover is a reality for every tribal business.  But do you truly understand what’s causing your organization’s turnover? Is your turnover normal? If not, what can be done to improve it? In our previous article, we discussed...Read More

The cost of turnover in the United States is over $536 billion per year. Organizations in specific industries, like finance, sales and HR have the highest turnover globally. In 2018, Workforce Institute estimates that more than one in every four employees will quit their jobs. By 2020 they expect that number to be one in...Read More

The impact of unemployment is not just limited to whether or not a claimant receives benefits. They’re generally either eligible or not as determined by the laws of the state. Equally, if not more important, unemployment is a symptom of an underlying issue that when addressed can lead to significant improvement not only in finances,...Read More

Many employers are unfamiliar with how voluntary resignations can impact unemployment. They often assume that employees are ineligible for unemployment benefits when they quit. Unfortunately, determining unemployment eligibility is not always clear-cut. State adjudicators must determine the final incident that led to the employee’s separation.  This is done by evaluating the reason given by the...Read More

  As with many aspects of running a tribal organization, when it comes to the topic of unemployment insurance, there are differences in how things are managed and opportunities that you may not be aware of. Under Federal law, tribal organizations are required to participate in unemployment insurance programs, but there are some unique options...Read More

Human resource professionals have a great responsibility to the organizations they serve. They are tasked with filling the needs of the organization, navigating strict and sometimes complex laws, and dealing with unknown variables that come along with all of the different people they interact with on a daily basis. When you add in the complexities...Read More

What’s harder than finding good talent in a tightening labor market? Keeping good talent.  As a leader in a tribal organization, you’re no stranger to the rigors of talent acquisition and retention. The fallout caused by a bad hire extends far beyond frustration to include high recruiting costs, lost productivity, and low team morale. With...Read More

As a Tribal HR manager, you’re no stranger to wearing a lot of hats. You embrace your role as organizational nucleus and master of moving parts. From employee training and development to compliance and performance management, you take pride in administering a host of critical functions. But perhaps the most influential role you play in...Read More

Managing employees in a tribal business environment has more unique challenges than in a non-tribal business organization. There are many differences between the two business types. These differences can sometimes make it difficult to effectively manage and make decisions within a tribal organization.  The Complex Tribal Employee Environment In general, tribal business managers have more...Read More