Generational Business Strategies的动态

What's the silliest thing you've seen a business influencer recommend? While hosting a breakfast to chat all things employee engagement, one of the attendees brought up how a very prominent business influencer said that every company should have a "Chief Failure Officer." We then all pondered what's on their resume? Do they just have a track record of failure? Who would hire that person? We all had a good laugh, but to me it was an important reminder that people who write and talk about the future of work should probably...actually work in the spaces they, well, write and talk about? Sure, recommending a Chief Failure Officer is a click bait title for a business influencer, but those of us actually in or working with large corporations know that would never work. You can, however, celebrate the ideas that don't work out! You could have an annual "Best failed idea" award. A failed idea isn't a bad thing and without the failures, we wouldn't have progress.

Offboarding employees is just as important as onboarding. If not more. How you treat someone on their way out says more about your culture than any: → Employer branding strategy → "Best Companies to Work For" nod → New hire welcome package Here are ways to part with grace: If they are leaving for another opportunity... ?? Listen to frustrations, be honest about gaps and implement changes if you see a trend ?? If the person is a high performer, encourage them, "If you ever would be interested in coming back to work with us, the door is always open." If they are being let go.... ?? Make sure you have been clear in why the person is being terminated, with proper documentation, warnings, etc. ?? Depending on the reasons for being let go, you may want to consider hiring an outplacement service to help them find their next opportunity. If you are having a layoff due to economic reasons, M&A or shutting down a division... ?? Create opportunities to help them find a new job - call your competitors, make introductions ?? Hire an outplacement firm that provides holistic, modern, and customized job search solutions ?? Your communication strategy should feel as personalized as possible. Write recommendations, send words of encouragement, be honest about leadership shortcomings. ?? Think about your onboarding process. How do you personalize it? Create the same level of high touch interaction as you let people go. How you say goodbye matters. It's not just kind, it's good for business. -- ?? Recruit the Employer is an outplacement and leadership development firm that helps companies and employees through their most challenging transitions. If you're a people leader who is about to head into a layoff or you're looking to upskill your high performers, we'd love to help. #employerbranding #offboarding #onboardingemployees #outplacement Source: https://lnkd.in/e7S9KP95

Over the past decade, the way we do business has shifted wildly. Most recently, we are hearing from our clients that recruiting and retention are some of their greatest challenges. Many will tell us that great employees are hard to find. We push back on that thinking. Those great employees are still out there, but you need to do the right work to attract and keep them. Bringing them your direction begins with understanding what they really want. Here’s how to go about finding those talented, engaged employees… #batonrouge #neworleans #phoenix #tulsa #businesscoaching #leadershipdevelopment

There is an argument that has stood the test of time. It’s a timeless dilemma that companies face over and over again. 'Should we hire someone externally or promote internally?’ I’ve seen so many businesses often try to hire their way out of issues. Leaving them to turn a blind eye the potential of their current team. But there’s actually so much opportunity that comes from promoting from within: - Internal development boosts team moral. - Highlights the value of growth. - Reduces onboarding time. - Cuts down costs. Plus, your team are already familiar with your company, culture and vision. I admit, there are definitely times where external hiring needs to be done. But I feel like so many businesses leave so much right there on the table and overlook the potential of their existing team. So I’ve put together some actionable steps on how to promote from within and set employees up for internal development ?? (All things that I’ve swore by over the last decade when it comes to hiring within). What’s your stance when it comes to the debate of internal vs external hiring?

The Silent Killer of Your Bottom Line !!! You've just hired a new employee. You've invested time, money, and hope in them. But a few months later, they're GONE. And it's not just the lost productivity, it's the ripple effect of their absence that truly stings. Now consider this! 80% of employee turnaround is due to bad hiring decisions. That's right, eight out of ten times, when someone leaves your company, it's because they weren't the right fit from the start. This isn't just about money, though the financial impact is staggering. It's about the morale of your team, the culture of your company, and ultimately, your ability to achieve your goals. So, what can you do about it? ? It's not just about finding someone with the right skills, it's about finding someone who fits your company culture. ? A great onboarding experience can set the stage for a long and successful tenure. ? Focus on employee engagement! Happy employees are less likely to leave. Don't let bad hiring decisions erode your company's success. It's time to take a hard look at your systems and processes and make the necessary changes. That's why in my upcoming book, "Business Tradition To Innovation," I've included all the advanced and practical knowledge you need to build a team of legends. Follow me for more valuable insights. #leadership #inspiration #teamwork #empowerment #growth #sanjeypawah

This is Billy, give him a kids paddling pool on a warm day and he’s as happy as a pig in sh**! But how important is happiness at work? A recent study by Harvard showed that a happy workforce were over 14% more productive, which can be a huge difference maker to a business. Cultural fit and therefore happiness are more important than ever before in terms of hiring. Get your process right, bring the right people in who fit your business and you’ll have a team full of productive Billy’s! #hiring #recruitment

If you were to leave your current role, what would be the reason? This is a question I’ve seen advised that we should ask/be asked in any 1-2-1’s we may have. I like the concept. Don’t wait until it’s too late to lose team members when you can fix issues in advance and then get back to a strong team. Too often issues lie unresolved, often unknown. Having just been through the recruitment and onboarding of 3 team members and in the process of a 4th, it takes a lot of time, a lot of effort and ultimately a lot of money to recruit new staff and new recruit all comes with risk. If we can ensure that both employee and employer are open about what works and what doesn’t then we can spend the majority of the time building the business, not the team.

Words matter. This past week’s news in the HR world makes me think we this reminder. The words we use is how we communicate our perspectives and intentions. Words leave room for interpretation by the audience, which is why it's even more important to ensure they are carefully chosen around topics of conflict or concern. Quick review ?? ?? Lattice announced employee records for AI. Interpretation: A tech product is equal to human employees. ?? SHRM announced the removal of "equity" from efforts. Interpretation: Equity isn't important to SHRM and shouldn't be important to business. These words were met with criticism, much of which was that these communications were out of touch with the reality of today's HR. Regardless of intent, that's the impression these words created and the situation now facing these organizations. We see the lack of respect given to the power of words all around us. We see this with current social discourse: people dehumanize a group based on differences, using words that divide rather than unite. This only deepens misunderstandings and tensions. We see this with employee communications - a company plans a new direction, return-to-office, or layoffs and announces it like the purchase of a new copy machine rather than the utter upheaval of people's daily lives. We see this with product marketing - a company has a great product that does cool things making work and business better, but they use words in a way that buyers don't expect or understand (we address this in our alignment projects). ?????????? ????????????. ???????? ???? ?????? ?????? ?????? ???? ?????? ???? ?????????????? -????????????????????, ????????????????????????????, ?????? ????????????????????????????????. ?????????? ???????? ??????????, ???? ???????? ???????????? ???????? ??????????????.

"Jason. We need engaged people. Our people are not super engaged" I was told this last week by a VP of sales and here's what I asked him. "What are you and your company doing to keep them engaged?" The sound of crickets best describes the answer to the question. It's important that leaders realize that whether you use an outside recruiter or an in-house one, we are not responsible nor able to keep hires engaged. This is up to leadership. Now it's very common to lose track of what you are doing for employee engagement or assume that bonuses are sufficient and I get it. But I can't stress this enough. Before hiring, you need to have a clear and concise engagement strategy. And I does not need to be complicated nor time consuming/costly. Here are few easy one: - Big welcome: Give new team members a warm welcome! Show them they're part of something special from day one. This is a great time to communicate vision and values and the common goal that everyone is working towards. - Buddy system: Pair new folks with someone who can show them the ropes and be a friendly face at work. - Clear goals and acknowledgement: Make sure everyone knows exactly what they need to do and celebrate when they do well! ( A simple "good job!" goes a long way) - Opportunity to learn: Offer chances to learn new skills and grow. People love feeling like they're getting better at what they do! - Fun team activities: Plan cool team activities and chances for everyone to chat and connect outside of just working. The faster and longer someone feels like they belong, the more engaged they will be. This results in happy people and happy people are key to achieving great things. Care to share some ideas? Drop a comment and share! #WorkplaceCulture #EmployeeEngagement #TeamBuilding

A company can say they are family...yet they lay you off when times get tough. A company can say they value transparency... yet hide the pay range. A company can say they value diversity...yet only hire people just like them. A company can say they are generous...yet cut benefits each year. A company can say they value balance...yet provide only 2 weeks of vacation. A company can say they value communication...yet ghost their candidates. A company can say they value efficiency...yet takes four months to hire. Actions speak louder than words. Look for a company that practices what they preach.