Talent Connection Blog

Every successful project has a blueprint—setting goals is the blueprint for a successful organization. A major component of team building is setting team goals. But sometimes we overestimate or underestimate ourselves, making it difficult to set attainable goals. Here are 5 ways to set effective team goals so you can get down the road on your workforce planning procedures.   Start with individual team members. Team goals are more easily established when individual members have their own personal goals that can be woven into the big-picture goal. Keep your goals reasonable. Out-of-range goals will only discourage your team; goals should

An effective team of coworkers has the means to be more successful than employees trying to tackle responsibilities solo. So, why doesn’t everyone work in teams to easily boost performance? Unfortunately, team building is often not as easy as it seems—there are several hurdles that must be avoided or overcome in order to work effectively with a team. Let’s take a look at some of these hurdles so you know what to avoid when attempting to build your team. Team members lacking proper skill and experience for their role on the team is the first hurdle to avoid or fix.

The best way to master your leadership development is to identify what type of leader you are. There are countless leadership styles in the modern workforce; choosing one you personally reflect will help you focus and hone your skills to become the kind of leader you want to be—and the best kind for your employees. The 3 basic leadership styles, established in 1939 by psychologist Kurt Lewin, are as follows: Autocratic style– Control is held by a single individual who makes all decisions and directs others; Lewin found this method to be least effective for groups with younger persons. Democratic

It’s no guarantee that 360 degree feedback is always effective. Some may even argue that it isn’t a good idea for your organization. But don’t throw out their opinion just yet—they may not be wrong. In fact, if 360 degree feedback isn’t administered correctly, it can be more detrimental to your organization than not doing any feedback process at all; the cost and time involved, plus faulty feedback, are the last thing your organization needs. In order to avoid those setbacks, and ultimately benefit from 360 degree feedback, consider these methods that make the difference between effective and ineffective feedback

An organization is only as good as its employees. It is no secret that more organizations are turning to hiring assessments to obtain those employees. In order to optimize the effectiveness of employee assessments, strategies should be in place for determining when administering an assessment is in your organization’s best interest. Here are three strategies for effective employee assessment implementation. Assess individuals that have… The right attitude. A potential employee will have a passion for their organization and an excitement for being a part of and contributing to the organization. Suitable competency. A potential employee will be prepared for and

With more individuals joining the workforce every day, 2017 is going to be a busy year for hiring and HR managers—that means new hiring techniques and trends. A rapidly emerging trend is a shift toward cognitive tests. With this new pre-employment screening process, organizations are understanding that personality and cognitive testing combined can predict whether the person can learn the job tasks quickly and think critically.  With the average tenure of a 25 to 34-year-old employee at a mere 3 years, finding a successful job fit is crucial. However, medium and small-scale businesses are often left out of this trend

A common misconception about customer loyalty states that, as long as the customer is satisfied, it is guaranteed that they will return in the future. This is not the case.  Because it is much easier to maintain relationships among existing customers than it is to build relationships with new customers, it is important to take effective measures to make sure your customers stick around. Take a look at these 5 techniques for achieving customer loyalty. Shared Views – The organization or independent customer you are doing business with should have a similar vision of success, similar business practices, and similar

Take a minute to reflect on your workplace and consider these 3 issues facing workplaces today: A lack of “workplace vitality” –a phrase developed by Mars Drinks, meaning the overall collaboration, engagement, well-being, and productivity of an organization. Staff burnout due to poor technology—tech-savvy employees, especially younger ones, highly value the necessary software and technology tools to get the job done. A lack of employee recognition – one in five employees said they would rather receive a promotion to a higher title without a pay raise over a pay raise without a new title; one third said they would prefer public

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

When starting a new job, the feeling of the company being unprepared for your arrival can be disheartening. Nearly everyone has experienced it—management doesn’t have much to offer but a quick hello before pawning you off on another employee, equally unprepared, who is given the responsibility to show you the ropes. If you haven’t experienced that before, those who have will tell you that it doesn’t make for a good first impression. Proper onboarding processes are more than just first impressions. The onboarding process stretches beyond that first day, ensuring a new hire’s comfort and future performance within their role