In a post last week, I mentioned that employee retention continues to be a top concern of many leaders. In that post, I shared a template by Jo-Ann Garbutt that includes 18 questions managers can use to raise their awareness of the factors that influence employee retention risk. A few sample questions include: 1) Do I …
Many organizations conduct talent reviews to uncover talent gaps, identify high-potential employees, and inform succession planning. And as noted in this new article by Marc Effron, organizations continue to grapple with what tool they should use to guide talent review discussions, including the classic 9-box of performance and potential. Marc notes that when asked what …
As employee retention continues to be a top concern of many leaders, I am reminded of an important quote from Leigh Branham’s book, The 7 Hidden Reasons Employees Leave: “employee turnover is not an event — it is a process of disengagement that can take days, weeks, months or even years until the actual decision to leave …
While effective performance management includes ongoing, real-time feedback throughout the year, mid-year is usually one reflection point when managers and leaders hold performance check-in discussions with each of their team members. And although one purpose of this check-in is to discuss the employees’ progress on key performance goals and objectives, it is also an opportunity …
According to The Conference Board report, C-suite Outlook 2022: Reset and Reimagine, developing the next generation of leaders is a top-five internal priority for CEOs globally. And while identifying and developing future leaders has been a perennial priority for most CEOs, many of them report how new workplace challenges and complexities have placed increased importance on …
This new 55-page report explores how leaders can manage and coordinate their workforce as an ecosystem inclusive of external contributors rather than strictly in terms of hired employees. This broad range of external contributors includes freelancers, gig workers, long-term contractors, third parties, and professional services organizations. And with reports suggesting that upwards of 30%-50% of an …
As workers continue to reevaluate their work preferences and what they want from their work and career, firms are at a greater risk of losing current workers who pursue external opportunities. And although organizations continue to face challenges in filling open jobs, it is interesting that a Gartner survey shows that only 33% of respondents who …
One goal of effective performance management (PM) is to provide objective and fair performance feedback. And while organizations seek to achieve this goal, PM is imperfect and subject to bias. This article offers ideas for mitigating performance management bias. It starts with the premise that while organizations often rely on bias training to help managers …
This article shares ten talent realities companies need to face and offers suggestions for how firms can address them. And while the article is written through the lens of ‘tech talent,’ many of the realities are agnostic of role, function, and industry, such as: #3. Think candidate experiences, not recruiting process. This point emphasizes that firms …
Internal mobility is a vital component of a firm’s talent strategy. And one way organizations are enabling this strategy is through their internal talent marketplace (ITM). An ITM is: a) usually hosted on a technology-enabled platform, b) connects employees with opportunities, ranging from full-time roles and projects, to name a few; c) provides an effective way to deploy talent quickly, where and …
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