Promoting employees is a great way to develop your current team by giving top performers more responsibilities and, therefore, increased motivation and morale. There are numerous benefits of promoting employees—take a look at some of the most effective ones here: Recognizes and promotes employee performance, ambition, and morale Boosts motivation and increases employee loyalty Encourages retention Develops competitive spirit in the workplace Grooms future leaders Reduces employee resistance and discontent It’s clear that choosing to promote from within is more advantageous than new hires. But there is another choice to be made. What kind of promotion are you trying to
Earlier this week, we mentioned how important it is to provide regular upkeep on your existing succession plan. But what about the people that are starting a succession plan for the first time, or tossing their original and starting from scratch? Your worry stops here. Below is a checklist of ideas and tips for creating your ideal succession plan. Knowing why you’re planning ahead makes it easier to make decisions when setting up your plan. Make sure new hires are more and more knowledgeable so it’s practically a guarantee that they’ll bring something new to the table. Collaboration between current
Now that we’re a good month into the new year, it’s time to take a look at some of the organizational processes running in the background—things that are extremely important but may be put on the backburner while focusing on more immediate workplace scenarios. One if those essential background processes would be succession planning. Whether you have a good succession plan, a great succession plan, or no succession plan in place, it never hurts to make a quick checklist and revamp it for the new year. Here are some tactics for an effective, up-to-date succession plan. Don’t keep your succession
Authors of the emotional intelligence book The EQ Edge: Emotional Intelligence and Your Success define emotional intelligence as the ability of an individual to form optimal relationships with other people through the attributes of hope, empathy, trust, integrity, honesty, creativity, resiliency, consequence-thinking, and optimism in order to build stronger social networks and manage difficult situations. So how does this characteristic play a role in the recruiting process? In fact, companies are getting more efficient with their hiring processes. Instead of focusing on skills and experience, which can be taught and trained, hiring managers are now more focused on recruiting for
There’s a common saying that people quit their bosses, not their jobs. Anyone that has been in an unappreciated role or dealt with unappreciative staff or managers can probably relate to this saying. Employee recognition is the most important thing you can provide your employees. To some degree, it has more of an effect on an employee’s satisfaction than their paycheck does. Use this new year as a fresh start for approaching new employee appreciation tactics. Test recognition ideas by surveying your current employees Incentivize “extra mile” efforts Speak out on social media Allow employees to work on their passions
You’ve probably heard a million times that employee recognition and appreciation is important—and it really is. But what exactly does it accomplish, besides letting the manager feel like a nice guy for a bit? Well, there are actually several benefits and effects of appreciating employees, both for the manager and for the employees themselves. When managers are considered to be effectively recognizing their employees, studies found that they: Have lower turnover rates compared to other managers Achieve better organizational results Are viewed as being much better at goal-setting, communication, trust, and accountability Also, a Global Recognition Study found that there
With the arrival of 2018 comes the arrival of 2017 high school grads—also known as gen z. This is the first wave of this generation joining the workforce and, just like with any generation, it’s important to make an effort to cater to the right ones. The hiring methods commonly used for previous generations may not be the best approach with this group. Think of these talking points for hiring gen z when making any moves toward new hires. Remember what makes them tick—both in a positive and a negative way. There are three talking points to try that will
Generation Z is the newest generation to enter the workforce—and sooner than you would think. Almost half (47 percent) of gen z surveyed said they would be willing to get a job right out of high school, and 60 percent agreed they would choose employers offering education in their desired field rather than pursuing a college degree. But that’s not the only important thing to know about them. In fact, there are several factors for recruiting gen z workers that you should be aware of. Like we said before, they are early birds when it comes to joining the workforce.
It is no secret that company culture and performance are related. But as it turns out, the relationship is one-sided. A recent study shows that, although positive culture has an effect on performance, peak performance isn’t enough to ensure positive culture. With that said, it is important to realize that it is detrimental to focus solely on performance. And that’s not the only benefit of a healthy company culture. In fact, there are several benefits that will convince you to invest in company culture improvements: Identity – A company culture provides your organization with a unique identity that highlights the
If your HR operations are seeming a little lackluster, it could be time to reevaluate common practices. A Bersin study evaluated and produced a list of best HR practices so you can work on rebuilding your flaky HR operations. Starting from the smallest to the largest impact on the organization, here are the top 10 most rewarding practices for your HR department. Outsourcing HR services strategically – 10 percent impact Improving line manager capabilities – 10 percent impact Developing internal HR skills – 13 percent impact Measuring both HR operations and business metrics – 19 percent impact Improving employee-facing HR