We often think of metrics as a way to understand the health of the business, but an even more critical role for metrics is to guide employees’ behavior into doing the things that matter.
Identifying and tracking the right sales productivity metrics for your team is a key strategy for consistent growth and profitability.
Aligning talent strategy and business strategy is the key to achieving business objectives and should be a collective effort.
Without a keen understanding of the ‘right’ metrics for your business and a plan to track them, it can be challenging or outright impossible to accurately diagnose performance and productivity bottlenecks that harm sales performance.
By analyzing behavioral data, leaders learn what makes their teams tick. More importantly, they’re able to apply those learnings—and put their people in position to thrive.
In a recession, stopping the leakage must become priority #1, because the bottom line must be protected at all costs as revenue growth stalls and other sources of financing dry up.
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 companies started to produce face masks, and appliance manufacturers churned out respirators. Not every CEO made such dramatic shifts in their operations, but many of us needed to re-orient our goals and execution to survive and thrive. In addition, some sectors have experienced fundamental shifts accelerated by the pandemic and are most likely permanent. For example, mall operators have seen a radical shift in consumer behavior relative to in-person shopping; car manufacturers are facing a
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.