Talent Connection Blog

A recent Goldman Sachs infographic defines the Millennial Generation as individuals born between 1980 and 2000. People in this generation have grown up in a world of immense change technologically, economically, and globally. This makes them what Goldman Sachs calls “digital natives;” they were born into technology, so they expect it and thrive better with it. With that said, it can be difficult to obtain and maintain Millennials’ attention. Forty-eight percent of Millennials say that word of mouth is their biggest purchasing motivator; only 17 percent say an ad has compelled them to purchase something. This year’s Inc.com Women’s Summit

Any team worth its weight develops from strong coaching. About 72 percent of the 191 organizations surveyed in Brandon Hall Group’s Team Development and Performance Study said team performance has an extremely positive impact on overall productivity. And who doesn’t want to increase their organization’s productivity? A recent Gallup study revealed 3 tips for developing a top-performing team through leadership coaching, so you can have confidence in your coaching performance and, thereby, your team’s performance. Promote communication at every level. Your team should take advantage of the convenience of keeping open lines of communication throughout all levels and departments. Coach

When it comes to leadership, which do you think is better: authority or influence? According to Fast Company, “a leader who applies influence rather than asserts authority is likelier to succeed.” Why is this? For one, associating with your employees instead of asserting authority over them makes for more communication and gives the employees a feeling of importance and stronger ties with the project of which they are assigned. The second positive effect of influential leadership is that it helps women overcome the double standard that being in charge and giving orders is seen as bossy and demanding, yet considered

A major key of career development is implementing a career assessment in order to develop a plan. The University of Connecticut’s Center for Career Development has provided a 3-step guide for crafting the framework of your career assessment. UConn identifies the three steps as exploring, preparing, and implementing.   Exploring It all begins with exploring your values, interests, skills, and how they tie together. Engaging in tasks related to your interests and skills will gradually improve them—identifying these skills is the first step in the career assessment process. Preparing Although honing your skills is a form of preparation, there are

There’s never a bad time for performance evaluations. However, performance evaluations can be frustrating and worrisome for both the recipients of the performance reviews, as well as those administering them. Here are 5 tricks for improving your performance evaluation process. Evaluate yourself first. Some companies include a self-assessment portion of the evaluation process. Whether your company includes that step or not, it’s worthwhile to take the time to evaluate yourself for several reasons—to know how you’ve progressed from your own perspective, to have a comparison of how your own perspective compares to your manager’s perspective of your progress, and to

The logic behind employee appreciation is a simple concept—make employees feel appreciated, and they’ll work harder and be more loyal. But complexity comes into the situation when there is a disconnect between the type of appreciation managers come up with, and the type of appreciation employees respond to. In a recent California study, managers responded that cash-based bonuses and promotions were the most effective methods, while employees preferred a “job-well-done” comment in person, or having their well-done efforts reported to upper management. You’re probably thinking, “Well that’s much easier than raising their pay,” but you’d be surprised. For a significant

Wanting recognition for completing work above and beyond the minimum requirement is a natural human need. Financial rewards and praise for average work can only go so far. In order to continue to receive above average work, you must be willing to give above average recognition. There are 5 aspects to think about to provide satisfactory employee recognition to your above average employees: In the moment – Timeliness is key; acknowledging good efforts is most effective when it is done as soon as it is recognized. In context – Relating your employee recognition to a specific business goal is more

Like a well-tuned vehicle, an effective employee retention strategy requires regular checkups and maintenance. If your retention strategy seems worn out, don’t be discouraged—a minor tune-up may be all you need. Keep your employee retention strategy running smoothly with these 3 checklist items, courtesy of Business News Daily. Be sure your strategy agrees with these 3 points: Focuses on career paths Although it may seem that money is the main incentive for employees to perform, research has proven that opportunities for growth and development are more influential. When your retention strategy is more customized towards individuals’ career paths, your employees

According to IDC, U.S. and U.K. employees cost businesses approximately $37 billion each year due to a lack of understanding of their roles and requirements.  Not only does employee onboarding reduce on-the-job learning costs, it also saves time on training, as well as increases morale and turnover. Remember these rules to work by for the optimal employee onboarding experience. Always have necessary paperwork ready. Any clerical work should be done before the employee’s first day, so they can spend their first day practicing their trade instead of signing forms. Give the employee your undivided attention. Orientation sessions are top priority

According to a study from the staffing firm Robert Half Management Resources, only 10 percent of employees surveyed said their organization has an internal backup to replace them if they leave. As for the executives surveyed, only 8 percent have a replacement ready to fill their role when they leave. Succession planning is a necessary aspect of any organization; however, it is often overlooked.  Be part of the 10 percent that is prepared—and help that statistic grow—with these succession planning tips.   Focus on the next generation. Ideally, the successor of any role in an organization comes from the next