Articles tagged 'Best practices'

Recruiting and Staffing, Talent Management

You Need a Smart Retention Strategy, Because It’s Not 2011 Anymore

123RF Stock Photo

I opened my email last week to see a message from a dear friend that said, “I resigned!!!! I pulled the trigger!!”

My friend and I have talked FOR YEARS about her unhappiness and lack of engagement, about the corporate politics and leadership egos that consume her days, about the constant pressure to do more with fewer people and resources, and about her exit strategy.

That’s right. She has had an exit strategy, and she has been refining and polishing it for years. Like the best strategic plans, it was deliberate, well-thought-out and executed over a multi-year time frame. Read more…

Classic TLNT

The Warning Signs of a Highly Disengaged Employee

disengaged-workers

Editor’s Note: Readers frequently ask about past TLNT articles, so every Friday, we republish a Classic TLNT post.

The world is an unhappy place when you don’t like your job.

Job dissatisfaction is the gateway to disengagement, disengagement leads to lowered performance, and lowered performance affects your bottom line.

However, if an employee is disengaged, they rarely verbalize it to their manager — which is a problem. Managers must not only be able to recognize the non-verbal cues of disengagement, but also take steps to re-engage the employee in a positive way. Read more…

Talent Management

How HR Leaders Can Get the Most Out of Their Engagement Efforts

© Yuri Arcurs - Fotolia.com

If you’re a human resources executive, there’s a good chance maintaining or improving employee engagement is on your list of your department’s 2015 goals.

To help you get the most out of your employee engagement efforts in 2015, I suggest taking these three (3) steps:

1. Start with well-defined, specific business goals

You don’t just work on employee engagement for the sake of improving employee engagement. You work on employee engagement as a means to drive other business goals. Read more…

HR Insights, Talent Management

The Time is Right: Millennial Achievers to Need Step Up and Lead

123RF.com

I’ve been writing and speaking about Millennials since they first made their way into the workplace as teenagers in 1998.

Since then, I’ve interacted with thousands of mature business owners and leaders who’ve confessed their struggles and frustrations in managing this enigmatic generation.

Today, more than half of all Millennials (born 1980-2000) are 25 and older, and the part-time teen workers of 1998 are now 35 years-old. They hate being lumped into a generational heap that’s been branded and widely criticized for being inherently lazy and entitled.

This is especially true for those overachieving Millennials, who are anything but lazy and entitled. Read more…

Leadership, Talent Management

How Do You Get People to Work Harder? Just Turn Them Loose

© violetkaipa - Fotolia

Here’s a fundamental question: How do you get people to work?

Answering fundamentally, you form a contract with them consisting of a set amount of compensation and benefits in return for an equally set amount of work.

Less fundamental and more important (or at least more interesting) is this question – How do you get people to work harder on what matters most to you? Read more…

Talent Management, Training & Development

The Huge Importance of Mentors in Developing Top Talent

Photo by istockphoto.com

Those of us lucky enough to have had a strong mentor figure at some point in our lives know how important they can be to career development, personal success, and overall well-being.

That’s why January 15 is Thank Your Mentor Day, an annual event for National Mentoring Month that encourages everyone to reach out and thank the people who took the time to take an interest.

Created in 2002 by the Harvard School of Public Health and The National Mentoring Partnership, National Mentoring Month is dedicated to raising awareness of mentoring, recruiting mentors for young people, and promoting mentorship within organizations. Read more…

HR Management, Talent Management

Talent Management Gone Wrong: When It’s All’s Well That Ends Well

Allswellthatendswell

In May, I wrote about a young man who had been identified by a Fortune 100 firm as a high potential and placed into a leadership development program to prepare for the possibility of promotion into the executive ranks.

In September, I updated the story to what I thought would be a sad conclusion.

But this story has a happy ending. On a recent Friday, the young man was offered the position of Director for a Fortune 100 company, with all the frills that go along with moving into the executive ranks. Read more…

Rewards & Recognition, Talent Management

Are You Ready For “The Year of the Retention Challenge?”

Illustration by Dreamstime

I love my job. Every day, I get to help people find ways to make their work environments and culture more appreciative, grateful and purpose-driven.

That’s powerful stuff. Arriving at such an important end goal, however, requires involving all employees in the effort. After all, every employee contributes to the culture of the company (whether good or bad).

The ramifications of this are quite broad. Many are calling 2015 the year of the retention challenge, with good reason. Read more…

Leadership

Common Myths That Are Getting in the Way of Good Leadership

From Dreamstime.com

People are promoted because they’re good at their jobs. Being in a leadership position is a very different job, for which most are not trained.

Why they’re not trained is a bit of a mystery. It’s as though colleges and professional schools don’t expect their graduates to move beyond the entry level.

Interestingly, well-intentioned managers, doing their best to be good organizational leaders, often repeat unhelpful supervisory practices experienced in their early careers, even if they disliked them at the time. Read more…

HR Technology

Technology Insights: HR Tech That’s Not Really For HR

HR Technology

The most important theme I detected in HR technology this past year is a shift from HR focused applications to business focused applications.

Traditionally, HR Tech was about helping HR do its work — for example an applicant tracking system to help recruiters or a learning management system to help the training department—and in fact, that hasn’t changed. The vast bulk of HR technology is about helping HR professionals do their job.

However, there is something new: HR applications focused primarily on the business. Read more…