From the article: There is no one-size-fits-all approach to understanding and acting upon employees’ motivations. Instead, it is critical to ask your people individually what drives them, inspires them, what makes them want to stay (or not) with the organization.
Here are practical ideas on how to retain #talent, especially during this #greatresignation
This of course, applies to all #teammanagers, going right up to the #topmanagement
What would you add to this?
Read the article here
Hiring is the one HR activity that is on every organizations' radar. However, few organizations invest in training their managers in conducting interviews. Fewer still have clearly defined and articulated their Employer Brand and Employee Value Proposition.
This workshop can help you focus only conducting Behavioural Event Interviews, or, we can co-create a recruitment strategy and solution over a period of 3-4 months in a specially customized intervention for you, followed by this workshop.
Fascinating read on the idea that the #candidates place in the #interview lineup affects their #selection.
During my corporate stint, one manager pointed out the difficulty in remembering who was interviewed and suggested that we ask for a photograph that is attached to the resume to help them remember the candidate better. It did help.
Also it is hard to say that whoever gets selected would turn out to be the best or worst, due to the absence of functional crystal balls.
Interesting read on how short-term #gratification can help in meeting goals.
We tend to be overconfident about how easy it is to be self-disciplined, but a big payoff far down the road — or even knowing that a change is simple or cheap — just isn’t enough to keep us motivated. Economists call this tendency to favor instantly gratifying temptations over larger long-term rewards “present bias.”
Read the rest of the article here
#goalsetting2022 #strengthsdecoder
#hiring people is always a challenge, especially niche talent in difficult markets.
Interesting read on how #leaders can become a #confidencebuilder for their #team members.
From the article: "Most managers dread giving feedback. Offering a blend of praise and criticism is supposed to help your team members do more of what they’re good at and improve in areas where they’ve missed the mark. But research shows it rarely works that way"
Read the article here
https://www.gallup.com/workplace/265886/why-leaders-become-ceo.aspx
Here's an excellent about what HR folks can do to become #CEOs.
From the article: "most companies haven't successfully redesigned their key players and organizational structure to support the pace that's needed today. So, the corporate world has turned into a landscape of too few people wearing too many hats without the necessary resources, leading to mediocre performance on everything, rather than superior performance on a few things."
#leadershipstrategy #leaders
#management #organizationaldevelopment #talentmanagement #strengthsdecoder
