If You Don't Help Me Grow, I May Look For Another Job.

by blogadmin 30. May 2018 02:02

Many employers thought that once the recession was over, the practice of hiring and retaining employees would return to post-recession norms. Though, this has not been the case. Surveys have shown that employees throughout North America feel they are working in a high stress environment and if there was not a fear of "not finding something better", more employees would be leaving their jobs.

This has happened because companies are not working to develop their current talent. Employees are feeling overworked, unhappy, and underappreciated in their current fields. To mitigate your turnover rates there are 3 things you can change:

(1) Conduct a talent audit. It is vital to get a clear picture of more than job role, salary, performance reviews, and hire dates. Companies need to evaluate their staff to identify unique or highly specialized skills and competencies, job history, potential successors, a career path, aspirations, certifications, rewards and compensation plan. Gathering this information can provide valuable insight into actions needed to promote retention and engagement.

(2) Engage and retain your current team. Research has proven that engagement comes from the employee's relationship with their peers and supervisors along with opportunities to develop master. Employers should be creating the right conditions for employee self-direction.

(3) Lastly, optimize your sourcing, recruiting, onboarding and training programs. An employer must know their employees. This begins by optimizing the hiring process and identifying the employee's risks and rewards. by profiling skills, competencies, behaviors, and jog history of top performers, employees can identify what an ideal candidate looks like. The use of technology can simplify any business' talent intelligence. Understanding what the company has to offer and having the data to back it up will prevent dysfunctional turnover, unnecessary spending, and undesired suffering. 

Wilkins, D. (2013 January). What You Need To Know About Post-Recession Talent Management. Workspan, 33-37. 

You Say You're Approachable?

by blogadmin 25. April 2018 04:43

Rhoda Kreuzer | Special Communication Edition | April 25, 2018

At times, we can all come across with an aloof attitude or seem put out. We all have our moments, but some dwell in Sourville. Your ability to connect with people and stay connected is directly determined on how approachable you are. Simon Sinek puts it another way in his Ted Talk, "Good Leaders Make You Feel Safe".

Colleagues and customers will marginalize you if you lack approachability. Family and friends may even disconnect from you if they cannot gain your attention, if you always seem moody, appear constantly busy, or put yourself on a pedastal. If people cannot trust the consistency of your attitude and moods, they simply will not trust you. They will stop approaching you and communications shut down. No communications means no team work.

Personal Challenge: 

Take a short quiz published by Mindtools.com to get an idea of just how approachable you are. Score yourself and then think about the suggested strategies for becoming more approachable in 4 different areas: Look Available, Listening Skills, Verbal Communication, and Body Language. Focus most on where your score is low. What simple change to the way your manage or communicate will make the most impact? 

     

POWER, PURPOSE & PEOPLE: Does your organization have the right mix?

by blogadmin 2. April 2018 01:00

POWER - PURPOSE - PEOPLE. These three words seem to have little in common, but in fact, they are the essential fuel for your business or organization. Success comes not just because we hope it will happen, but rather because we understand the impact of these three words.

POWER is critical because if you are using the wrong type of power, it will fail. For example, some leaders try to use positional power. "I am the boss" is their refrain and they expect subordinates to do what they want because of their title. This type of power is doomed to fail as others will only follow you if you lead from who you are and caring about them.

PEOPLE are critical because without a dedicated team, we have assets, but we are not a business. We have no capacity to produce or serve if it were not for the people who make up our organizations. Leaders who invest in people are the true winners.

PURPOSE is critical because without a sense of mission or purpose we have no direction; nothing on which to base decisions or attract customers and clients. Clarifying our purpose allows us to attract the right employees, customers, and clients. Leaders know that without vision and purpose, organizations will wither and fail.

Challenge:  Make POWER, PEOPLE, and PURPOSE your focus and watch the difference that will emerge in your organization. 

 

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