Engaging the HiPo: Handle with Care

It’s the stuff of succession planning dreams. Finding new company leadership by hiring for executive positions from within, filling holes within the enterprise by allowing strong leaders to emerge. Everyone would love for this to happen seamlessly, flawlessly. In reality, it’s much more difficult, so why do we continue to chase this difficult dream?

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Employee Engagement, Performance Management

Performance Reviews Should Be About Collaboration

“One in four employees dreads their performance reviews more than anything in their entire working lives,” says Douglas Stone and Sheila Heen, authors of “Thanks for the Feedback.”

Though tedious for both parties, performance reviews are beneficial for the employer and employee to discuss employee successes, areas of improvement and future goals to reach within the company.

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Performance Review, Performance Management

Climbing the Dawn Wall: 3 Lessons on Pursuing Organizational Goals

 
This week, Tommy Caldwell and Kevin Jorgeson made history when they completed the first successful free ascent of the hardest climb in the world, the Dawn Wall route in Yosemite. They lived on this massive vertical face for 19 days with no break, attempting the difficult sections countless times before finally making it to the top. This success came after many aborted attempts - these two climbers have tried the route over and over again for seven years but were met with failure each time until now. Their story of pursuing the impossible is incredibly inspiring not only for rock climbers like myself, but for anyone who has dared to leap into the unknown to pursue a goal.
 
The challenges we face in the workplace are not as life-threatening as those faced by Tommy and Kevin on the rock but they can be frightening nonetheless. Success often depends on taking risks and thinking bigger and bolder than the competition. The best companies out there are the ones that encourage their people to pursue the impossible and achieve it against all odds. So, what lessons can we learn from these rock climbers and apply to our professional goals?
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Talent Management, Goals, Performance Management, Leadership

5 Traits That “Great Place to Work” Employers Have

Building and maintaining an effective employer brand requires striking a balance between what’s good for the organization and what’s good for the organization’s people. There is a sweet spot in there; it can be hard to find, but it’s there, I promise. Who would know better how to locate it than employer brand experts, Glassdoor? The good people at Glassdoor compiled a short list of the 5 traits their “Great Places to Work” winners all had in common. Let’s take a look at these traits, and discover how you can create a great place to work.

People Matter

They aren’t talking about employee appreciation; they get around to that later. They are talking about great people knowing and attracting other great people. So, you have to create a pool of quality talent, who are willing and excited to be your employer brand ambassadors. These are the workers who will help you attract more talent like themselves. In order to get your initial pool together you have to concentrate on talent quality, raising the hiring bar and establishing cultural fit with every hire. Now you’re ready to implement an amazing employee referral program

  • Referrals are the #1 source for new hire quality
  • Referrals are the #1 fastest time to hire (29 days for referrals, 39 days for job boards, and 45 days for career sites)
  • Referrals are #1 at 46% retention after one year (compared to 33% from career sites and 22% from job boards). 

The fact is candidates will trust what employees are saying, making referrals, reviews and employee testimonials vital to your quality talent attraction initiatives.

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Performance Review, Performance Management, Employer Branding

The Most Common “I Quit” Motivators & What You Can Do About Them

There are many different types of turnover; some are welcome, and some aren’t. When a consistently poor performer with a bad attitude is replaced with an employee who excels, that’s the kind of turnover you want to see. However, that’s not always what happens. Very often, turnover can have some seriously negative effects on the organization.

Financially: Every time a business replaces a salaried employee, it costs an average of 6-9 months’ salary. For a manager making $40K, that’s $20-$30,000.

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Performance Management, Performance Management System

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