Talent Connection Blog

Hiring is becoming more competitive as qualified individuals enter the workforce faster than companies can prepare to treat them right. Most companies that can afford it jump straight to monetary offers. However, despite what most people think, pay isn’t necessarily the top determining factor for talented job seekers. There could be a number of reasons why your organization is missing out on top talent. Keep reading and see if any of these factors apply to your organization. Your Interview Style Websites such as Glassdoor have arisen in attempts to keep interviewers in check, amongst other aspects of organizations. Any interviewer

The Center for Creative Leadership in the U.S. found that the primary causes of executive derailment involve shortfalls in emotional intelligence. More specifically, the causes are difficulty handling change, inability to work well in a team, and poor interpersonal relations. Emotional intelligence is clearly an important factor in workplace success. With that said, it is valuable to be familiar with its clear definition, as well as some tips for utilizing it correctly. Emotional intelligence has 4 basic components: self-awareness, self-management, social awareness, and relationship management. Self-awareness is the ability to perceive and stay aware of your emotions. Self-management is your

Being scrutinized under a microscope can be daunting. You get the feeling that you’re not able to explain your reasoning for actions or habits, or you may be afraid you come across different to people than you do to yourself. These frustrations can lead people to be unenthusiastic about appraisal and, therefore, development. But, there is still hope: whether you consider yourself humble or self-centered, everyone has the human desire to talk about themselves once in a while. This means that, if given the chance, anyone would be willing to participate in a self-evaluation process. Self-evaluation is a great way

Take a look at your organization’s performance appraisal. Do they actively track improved performance? If the answer is no, don’t be too mad at them. Maybe they just don’t know that performance management practices directly correlate to employee engagement. In fact, performance management has numerous benefits on employees and organizations. Think about these performance management stats while you plan an effective appraisal plan for your organization. Managers who received feedback on their strengths showed 8.9 percent greater profitability. Companies who implement regular employee feedback have turnover rates that are 14.9 percent lower than for employees who receive no feedback. 69

It’s common knowledge that coaching a new leader is vital to their success in the role. But what we often forget is that even the veteran leaders could use some coaching, too. Whether a change of the times calls for a change in leadership styles, or even if it’s just to tone up your current style, we can’t forget that experienced leaders benefit from some executive coaching, too. Making the assumption that an experienced leader needs no coaching is the equivalent of not having a constant goal for improvement. Wanting or needing executive coaching should not be viewed as “needs

The latest SHRM/Globoforce Employee Recognition Survey found that, when asked if managers need training on how to coach employees, 93 percent of those surveyed said yes. Even an underperforming employee can recognize when a manager is lacking in coaching skills. It is easy to get discouraged when it appears your coaching methods are not paying off, but it is important to try and try again. There are 4 simple tasks you can follow to strengthen your coaching style. #1: Explain. Anyone is more motivated to put effort into a task when they are aware of the task’s purpose. Explain to

Take a look at these surprising employee recognition facts to get an idea of its prevalence in the workplace today: The number-one reason most Americans leave their jobs is that they don’t feel appreciated. Organizations with effective recognition programs have 31 percent lower voluntary turnover than organizations with ineffective recognition programs. 90 percent of employees say their recognition program positively impacts engagement. 68 percent of employees say it positively impacts retention. Organizations with strategic retention programs in place exhibit 28.6 percent lower frustration levels than companies without recognition programs. 66 percent of HR managers say it helps them build a