Before you can tackle tenure, you have to understand it. This article breaks down the current state of employee tenure and what your organization can do to improve morale and drive industry-leading retention.
Execution, especially when crisis calls for rapid adaptation, is all about people. Quickly pivoting to a new strategy? It’s on the employees. Finding creative ways to operate despite shortages? It’s on the employees. Staying focused on what matters despite uncertainty? It’s on the employees.
Lisa Kinsey will be leading a roundtable for Kinsey Management Clients and Prospects, starting October 20. If you are interested in joining, please Contact Us.
While the best sales managers understand there are valid extenuating circumstances for poor performance, all too often, the reasons reps fall back on to explain their sales numbers veer into ‘bad excuse’ territory.
Assembling that Avengers-level team can be daunting. All-star talent is hard to come by. Even if you do have superheroes you can call upon, those personalities may fail to gel as a cohesive whole.
Why does the vast majority of companies fail to meet their goals and grow? The single biggest factor to determine whether the strategy will be successful is obvious: the entire company must be aware of the strategy.
Reducing bad hires can save your organization thousands of dollars, help retain high-performing employees, and protect your workplace culture.
Has your company ever struggled to hold onto important employees? Has it ever hired the wrong people? Or hired the right people, but they struggled to succeed? These are all signs your talent management strategy is unsuccessful—or nonexistent.
If your company underwent drastic changes in its strategy or operating model during the past 2 years, you are not alone. Back in 2020, garment
Employee engagement is critical to boosting retention rates. And while a wide variety of factors influences engagement, research has found the relationship employees have with their immediate manager accounts for 70% of employee engagement variance.
Every great business is driven by great employees. That means reducing turnover isn’t just about reducing cost. It can be the difference between your organization failing–or dominating the competition.
When you make employees realize how they can each contribute to your goals, when you paint them a future that looks better than the present, you give them an extra boost.
Bad hires come in many shapes and sizes, and what makes one employee a bad fit in one role might make them ideal for another.
You need to know that a candidate has the skills to succeed, but also that they will fit within your team and company culture. People data can bolster your hiring and retention efforts by giving you insights into a person’s head and heart, as well as their briefcase.
In her groundbreaking study led by Harvard and Salesforce during the pandemic, famed innovation expert Linda Hill asked 1,700 executives: 97% said that their companies would not remain competitive unless they embarked on a digital transformation.
The key is not to determine great values and behaviors; it is to determine the right ones, those which will translate your business goals into the daily actions of your employees, those that will inch you closer to your goal.
A good leader supports their team and sets them up for success. They give people the resources they need to do their jobs well. A great leader does all the above, but with a keen sense of their people’s behavioral drives, preferences, and stretches.
In this perfect storm, executives are challenged to follow a clear strategic path: should they continue to contain cost at the expense of new products? Should they pivot to address new demand, without knowing if it will evaporate when things return to normal? How can they move in-person customer service excellence online?
Amid the Great Resignation, recruiting and retention costs are on the rise as competition heats up for high-performing workers. And while many organizations are eager to snap up promising professionals, making hasty hiring decisions can lead to serious losses.
The primary benefit of building an inclusive culture and strong workplace diversity is the range of perspectives gained. Workplaces with a lack of diversity and inclusion are more likely to struggle to develop innovative or unique solutions to business problems.