In a group of surveyed employees, 53 percent find employee evaluations to be a waste of time, claiming that they don’t motivate them to work harder. Maybe it’s time to rethink how to implement employee evaluations. Anthony Vigneron, founder of 2020 IT Leader, suggests some effective questions to ask that can revamp your employee evaluation process.
In the business sense, the word “talent” refers to a natural ability to excel at a duty or action. Talent is what keeps an employee thriving and, in return, keeps a business thriving. One of the best ways to optimize and maintain talent is through talent development programs. There are some key elements that can be implemented for the ideal talent development program.
Making succession planning preparations is different than making other company preparations. Unlike most organizational adjustments you make, succession planning doesn’t warrant immediate results—it’s more focused on the long-term and the what-ifs. Since you cannot immediately see firsthand if your succession plan is effective, you may want to take a peek at the best practices shared by companies that are clearly doing it right, based on their bottom line results. Ivyexec.com has compiled a list of 10 succession planning best practices that are all commonly shared among these successful companies.
According to Adecco Staffing’s second annual Way to Work Generational Survey, a worrying 74 percent of millennial and Gen Z respondents claimed that they felt as though their colleges and universities did not fully prepare them for their post-grad careers. With the new workforce showing up underprepared, it’s time to practice workforce optimization from within your organization.
According to a Dale Carnegie infographic, companies with engaged employees outperform those without by up to 202 percent. However, 71 percent of employees are not fully engaged. A typical engaged employee exhibits 4 telltale signs—enthusiasm, inspiration, empowerment, and confidence. Make sure your employees are displaying these signs by implementing the following employee engagement best practices, from Entrepreneur.com and Inc.com.
An executive in any organization must develop certain skills to be effective. But there’s more to it than that—along with the skills, there are also ways executives should act that’ll perfect their executive development processes. Executive development starts with these methods, backed by fellow executives that have found success in them.
The dialog between interviewer and interviewee during a modern-day job interview is more in depth than a simple “tell me about yourself.” It is necessary to plan out the right questions to ask so that you can get accurate insight into candidates in order to hire someone with acceptable job fit. There are 3 types of questions we are going to cover—the must-asks, the unusual-but-importants, and the questions candidates want you to ask.
Waco employee assessment company seeks to educate local managers about best hiring practices Waco, TX (July 27th, 2016) – Talexes, a leading employee assessment company, has announced the introduction of their latest seminar Hire the Best – Skip the Rest. This educational seminar is intended to help hiring managers streamline and optimize their hiring process utilizing the Talexes Innovative Hiring System. The event will be held at the Waco Chamber of Commerce, and will attract a number of professionals from around the Waco area. Talexes hopes to help educate hiring managers now and in the future with the use of
The Labor Department’s Job Openings and Labor Turnover Survey in 2015 found that “voluntary quits” are far outpacing layoffs. These voluntary quits take up 58 percent of those leaving jobs, while 35 percent are being laid off—and these numbers have been nearly identical for 5 years. With that said, it’s clearly time to make necessary efforts to retain your talented employees if you haven’t already. Here are some keys for retaining employees in your organization.
A new study from Staples found that more than 85 percent of employees believe taking regular breaks during the day would make them more productive. However, more than a fourth of workers overall don’t take a break other than lunch. One in five of these employees claim guilt of not working is the reason they don’t take breaks, while 55 percent said they don’t feel they can leave their desk in order to take a break. John Trougakos, an associate professor of management at the University of Toronto, says that job-related stress is a major detriment of employee productivity. A