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
In order to grow your company, you need the right people. The right people come to you through recruiting. There are several ways to keep your company on a top candidate’s list. Here are the best ones, both on and off the web. Let’s start with the old-school reliable methods that don’t require a social media presence. Treat a great applicant like you would treat a great customer. You wouldn’t wait 3 days to call back a good lead, so why wait 3 days to call back a good candidate? Be positive about the type of worker you need—full-time, part-time,
Leadership training, like any other aspect of a successful organization, is constantly updating to stay effective. Ray Carvey, executive VP of Corporate Learning at Harvard Business Publishing, has some insight into how leadership training has improved within the last decade. Developing a leadership mindset. Carvey tells us that it is vital to make the distinction between being a leader and managing tasks. The difference is, while a manager may be in charge of managing tasks, a leader has the responsibility to behave and appear as a figure in charge as well as the responsibility of managing tasks. Know the difference
There are more generations in the workforce today than ever before. Each generation comes with its own quirks for engagement, development, and leadership. As a leader, it is important to know what engages each generation most positively. Take a look at these facts and tips to see if members of your team are destined for leadership roles. Thirty-five percent of gen z expect a “motivating behavior” from leaders, while only 25 percent of gen x managers admit to having this trait. Meanwhile, gen x believes it offers a strong set of personal ethics, but only 12 percent of gen z
The phrase job test is an umbrella term for an assessment that helps you decide on a career path, as well as how well you fit in that job role. Job tests are useful for both employer and employee. They can help an employee get a better sense of their skills, which guides them towards the right type of jobs for them to apply for, as well as being able to feature those skills on their resume. The tests help employees sort through several candidates to find the one that would fit the job best. First, let’s look at the
What efforts lead to success in an organization? While there are many, some can be pinpointed; “specific hiring practices and tools are linked to an organization’s success,” says Scott Burton, vice president of staffing and assessment consulting for human resource consulting firm Development Dimensions International (DDI). DDI found in a recent study that organizations with more effective hiring systems ranked higher in financial performance, productivity, quality, customer satisfaction, employee satisfaction, and retention. But what all does the broad phrase “effective hiring systems” include? DDI managed to pinpoint 4 specific hiring practices that had measurable effects on success. They are: Job
Some experts estimate that up to 60 percent of candidates are expected to take workplace assessments. While many organizations use personality testing for career development, about 22 percent use it to evaluate job candidates, according to the results of a 2014 survey of 344 Society for Human Resource Management members. As the years pass, these numbers will only grow. Learning the details of career personality tests can help you properly implement them in your workplace, or how to handle them when they come up in hiring situations. Many assessments are based on the Five Factor Model, which includes openness to experience, conscientiousness,