Category: Employee Retention

Change Management: Stress and Motivation

ORGANIZATIONAL CHANGE AND OCCUPATIONAL STRESS Let’s face it, change causes stress. Change is inevitable; therefore, so is stress! Especially in the world of business, work, and people. All of us deal with change and stress differently. We can handle different amounts of the “load”! According to the work of Vakola and Nikolaou (2005), highly stressed individuals demonstrate decreased commitment to the organization and increased reluctance to accept organizational change. This makes the job of management very difficult because you have key results to achieve. PSYCHOMETRIC TESTING: ENGAGING INDIVIDUAL PSYCHOLOGY Organizations experiencing change need their people to get into gear. The use

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Is Agility the answer for being Overwhelmed with Task?

The one common denominator I hear as I meet with business leaders is that they are swamped. Overwhelmed by email, calls, meetings, and task. They come in earlier and stay later. All the while, the unchecked boxes pile up.  As our workforce changes and the pressure of our labor market stiffens, we find ourselves doing more with less of us to spread around.

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In the Competition for Talent, Are you Making Quality Hires?

Article from Hunt Scanlon by Scott Scanlon The struggle over talent? The great Lou Holtz once said, “Talent determines what you can do.” But…. With regard to business, how does what you do determine what talent you need?  How do you ensure your hiring managers are hiring talent that fits what you do?Can you align this talent to your mission?  Can you effectively manage and motivate these hires to keep them? Do you understand why they behave at work as they do? How can make them more a part of the team? Can you predict their performance? All tough questions

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Development

XChange 2018: Probe Human Behavior To Boost Employee Engagement

I’d like to thank the The Channel Company for a wonderful 2 days. The leadership and talent at XChange 2018 was impressive. Employee engagement was listed as their top industry challenge and hopefully we left them with a methodology for efficient engagement and most importantly, increased productivity and profit. Here’s a short example from our presentation: Let’s paint a picture we’ve all experienced. Take Ron, a seasoned and producing Director of Sales. Ron has been at his firm for years. His boss, the CEO, understands Ron and luckily, engages him productively. Ron needs opportunity to influence, he needs feedback, and

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