Retain Top Talent
8.0K views | +1 today
Follow
Retain Top Talent
Hiring top talent is only the start. Now you have to work hard to keep your very best talent. Most companies stink at structured and systematic retention of their top performers. Discover how to prevent turnover and keep your best people.
Curated by Barry Deutsch
Your new post is loading...
Your new post is loading...
Scooped by Barry Deutsch
Scoop.it!

WFH: Get ready for the WFH appraisal season: Smart tips for managers to assess employee performance

WFH: Get ready for the WFH appraisal season: Smart tips for managers to assess employee performance | Retain Top Talent | Scoop.it
Inspiring employees to remain engaged and productive is a growing issue....
Barry Deutsch's insight:

Almost all of my clients are struggling with giving effective feedback and conducting on-going performance management. This article emphasizes some of the key points to having a discussion around performance with your team members. I like the idea of showing empathy as a starting point.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

7 Employee Engagement Tools to Help You Increase Engagement

7 Employee Engagement Tools to Help You Increase Engagement | Retain Top Talent | Scoop.it
Take your employee success strategy to the next level with the right employee engagement tools and learn the importance of an integrated solution.
Barry Deutsch's insight:

Although the article ends with a ptich for their services, I like the list of suggestions that might improve employee engagement. Not sure this is an all encompassing list - and it's mostly centered around performance/feedback/goal setting type issues. However, most companies are not coming close to fulfilling these most basic of employee engagement criteria.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

How Top Supervisors Decide When to Give Feedback

How Top Supervisors Decide When to Give Feedback | Retain Top Talent | Scoop.it
Top 10 Human Resources Recruiter in Michigan...
Barry Deutsch's insight:

I find that a huge struggle for many managers is the decision making process over when and how to give feedback. I like the summary and checkbox approach of this article to determining the proper course of action when an issue occurs that is feedback worthy.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Do your employee performance programs work

Do your employee performance programs work | Retain Top Talent | Scoop.it
Remote work makes performance management more challenging but also even more important.
Barry Deutsch's insight:

Interesting article on performance management - particularly questions around feedback. The author suggests feedback is not as important as it once was since everyone feels that's the standard = unfortunately many companies still suffer from a basic last of effective feedback by managers. Is it time to reassess managerial skills in giving feedback. Many CEOs assume that if their direct reports carry manager level titles, they must understand how to give feedback. Nothing could be further from the truth.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Employee Engagement: It's Time to Go 'All In'

Employee Engagement: It's Time to Go 'All In' | Retain Top Talent | Scoop.it
A decade and billions of dollars later employee engagement levels have barely moved. Find out what companies may be missing in their quest to build a confident, engaged workforce that actually moves the needle on employee engagement.
Barry Deutsch's insight:

Good whitepaper by Dale Carnegie on issues of driving employee engagement. The research shows that 85% of leaders say employee engagement is a strategic priority.

 

Why then do 4 out of 5 employee engagement initiatives fail to drive business gains, such as reduced turnover, higher productivity, greater profitability?

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Pivot to remote performance management: 10 tips

Pivot to remote performance management: 10 tips | Retain Top Talent | Scoop.it
With more employees working from home as a result of COVID-19, HR and managers must quickly pivot to remote performance management. Learn 10 tips HR teams can follow to help make the transition as seamless as possible.
Barry Deutsch's insight:

So many of my clients are still stuck in a 70s model of command-control, autocratic, and negative focused annual performance reviews. Perhaps, it's because that's what they learned growing up in the baby boomer generation. It no longer works!

 

Have you considered moving to continuous performance management like this article recommends - particularly in a hybrid-remote work environment?

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Fixing Performance Management: Coaching

Fixing Performance Management: Coaching | Retain Top Talent | Scoop.it
Fixing Performance Management: Coaching - Mighty You founder, Gene Pease, shares his key insights into coaching and leadership....
Barry Deutsch's insight:

Some good reminders and insight into the role of the manager/leaders as coach. How to not fall victim to having problems (the monkeys) transferred onto your back. Plus, he quotes one of my favorite - Zig Ziglar.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Performance Management Goals for Remote Employee Success

Performance Management Goals for Remote Employee Success | Retain Top Talent | Scoop.it
Some helpful tips for HR professionals to establish performance goals for remote employee success in the "new normal" work from home.
Barry Deutsch's insight:

Most of the goal setting done in entrepreneurial businesses is at best weak and superficial. This article serves as a good reminder around the steps of setting goals for people. We can our process SOAR which is a variation on the older model of SMART outcomes.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Why companies shouldn't digitally monitor remote workers

Why companies shouldn't digitally monitor remote workers | Retain Top Talent | Scoop.it
Virtually looking over employees’ shoulders isn’t just bad for privacy. Research shows it could also be bad for business....
Barry Deutsch's insight:

I keep seeing articles showing a trend for companies to be monitoring how much and where employees are spending their time - NSA type monitoring.

 

Something doesn't seem right about these attempts? I've always been a big proponent of not measuring screen time, but rather setting mutually agreeable outcomes, deliverables, metrics, and KPIs.

 

The problem is when managers don't want to invest the time to define success, then we are left with the fallback position of measuring hours and screen time.

 

What's going on in your organization?

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Recognize and Reward

Recognize and Reward | Retain Top Talent | Scoop.it
Companies should improve their performance management process to acknowledge employee performance and contributions.
Barry Deutsch's insight:

Interesting thoughts about performance mangement linked to rewards/recognition. Here are some of my favorite quotes from the article:

 

"biggest barriers to effective performance management, a top obstacle they identified was an inability to adequately reward or incentivize performance that exceeds expectations."

 

"a recognition or award—had the strongest link to effectiveness."

 

"Top-performing organizations, were significantly more likely than all other companies to reward employees with a financial bonus or a recognition or award."

 

How closely is your non-monetary reward/recognition system linked to your performance management process?

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

The Importance of 1-on-1s To Retain Top Talent with Justin Schiefner

The Importance of 1-on-1s To Retain Top Talent with Justin Schiefner | Retain Top Talent | Scoop.it
How a Director of People and Culture encourages his team to have meaningful 1-on-1s to support career development and growth and retain top talent.
Barry Deutsch's insight:

You've probably heard me say over and over that one-to-ones are the most important managerial tool you have for coaching and retaining high performers. This article shares some specifics around creating a culture of doing one-to-ones. It's especially important if you're now managing remotely.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

4 Ways Employee Engagement Can Solve Productivity Problem | HR Technologist

4 Ways Employee Engagement Can Solve Productivity Problem | HR Technologist | Retain Top Talent | Scoop.it
Across the world, employee engagement has flatlined. In many developed countries, productivity is stagnating
Barry Deutsch's insight:

A couple of key points came to me in reading this article. First, are you linking metrics of employee engagement to work results/outputs?

 

Secondly, are you trashing your annual performance appraisal process to make performance management more relevant by doing it on a structured monthly basis?

 

Two key points about improving performance management. Most companies are still stuck in a 1970ish model of sadistic annual performance evaluations and no relevance to employee engagement.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

How Working from Home Will Forever Change Office Culture

How Working from Home Will Forever Change Office Culture | Retain Top Talent | Scoop.it
Work culture expert and author Jody Thompson offers advice on managing a remote workforce....
Barry Deutsch's insight:

In this interesting article on the new normal of working from home, the author talks about a few elements of improving that process.

 

I particularly liked "if individuals and teams are clear on the results, then they can choose the most effective and efficient means to achieve measurable outcomes. Let your employees know what is needed and when so they can work efficiently and effectively."

 

As you know, this idea of defining success through the organization - whether it's the business objectives for key executives of a key executive or the KPIs for a field tech - this is something that gets amplified in a work at home environment.

 

I'm recommending as the NUMBER ONE best practice in having people work from home in my Managing Remotely in a Crisis Webinar that companies focus on defining and communicating expectations clearly and precisely (in written form), and then structure their entire management process around it for feedback, recognition, learning, and coaching.

 

If you can move the needle on defining success in the next 3 months, you'll go a long way toward improving productivity, efficiency, effectiveness, and flawless execution.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

The Five Fundamentals Of Employee Satisfaction

The Five Fundamentals Of Employee Satisfaction | Retain Top Talent | Scoop.it
Satisfied employees stay longer and do better work. You can help motivate employees and provide deeper satisfaction by managing the things that really motivate people at work.
Barry Deutsch's insight:

Although I've been beating the drums in my workshops on employee retention, engagement, and productivity around these concepts in the article based on Gallup's research in First Break All The Rules, the authors at BambooHR phrase it a little differently. This article serves as a great reminder of the key elements that drive employee engagement and productivity (I would rank understanding performance expectations NUMBER ONE).

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Employee Experience: Combining Performance Management and Learning

Employee Experience: Combining Performance Management and Learning | Retain Top Talent | Scoop.it
Let’s consider how integrating the right performance management technologies and culture can help organizations create a comprehensive employee experience.
Barry Deutsch's insight:

Lots of buzz around this idea of the "employee experience". I liked this article for the recommendation they make about integrating learning and development with performance management - instead of looking at these two elements as completely separate. 

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Employee Self-Appraisal Questions that Boost Productivity

Employee Self-Appraisal Questions that Boost Productivity | Retain Top Talent | Scoop.it
Many experts recommend the use of employee self-appraisal questions and include them in the performance management process. Learn why they're important.
Barry Deutsch's insight:

Do you make performance discussion a two-way street? Interesting article on including an employee self-appraisal as part of your performance management-appraisal process.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

How to Manage Employee Performance Effectively

How to Manage Employee Performance Effectively | Retain Top Talent | Scoop.it
Develop a strong employee performance management strategy by adopting these best practices.
Barry Deutsch's insight:

Good thorough article on performance management and best practices. Are you starting to adopt some of these ideas in your performance management?

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

How to Drive Purpose When 85 Percent of Workers Are Tuned Out | Training Magazine

How to Drive Purpose When 85 Percent of Workers Are Tuned Out | Training Magazine | Retain Top Talent | Scoop.it
Employee engagement plays a vital role in the overall health and success of a business. With a changing workforce that is having to adapt to not only being remote during the COVID-19 pandemic and beyond, but pivoting priorities and dealing with more outside stressors, leaders may find that keeping their employees engaged is even more challenging than ever. It is one thing to strategize how to boost employee engagement in the office, but to accomplish this when employees are dispersed and dealing with a changed world may come with a whole new set of challenges. A Gallup study found companies with a highly engaged workforce are 21 percent more profitable. If driving employee engagement can have such a radical and positive impact on a business, why are 85 percent of workers disengaged? From a leadership perspective, this is terrifying. If employees aren’t engaged, how can a company move forward? In today’s dynamic work climate, businesses must establish measures of sustainability—for both accomplishing external goals and capitalizing on workforce and employee productivity. If employees are not motivated and engaged, the company is not going to achieve its full potential. In 2019, Gallup estimated in its State of American Workforce report that actively disengaged employees cost the United States $483 billion each year in lost productivity. Typically, poor communication, excessive workloads, and a lack of collaboration and employee recognition are the leading factors that spark disengagement at work. To better motivate, inspire, and involve the workforce, leadership must do a better job of connecting with employees on an individual and team level. They must show them they matter, as does the work they are doing. People need to understand their purpose. They want to know what they do directly impacts the business. The best way to accomplish this is to draw the connection between the work each individual, team, and manager is doing. One way of doing this is through strategic goals and measuring the objectives and key results (OKRs) of the organization. OKRs is a goal-setting framework for defining and tracking objectives and their outcomes. Measurement Matters for Employees Teams must set the right goals, so time is efficiently spent. It’s easy for diversions to take teams off course, but when that happens, main goals help redirect. Measuring the right goals increases outcomes, employee satisfaction, and team collaboration. It’s win-win for all involved —and essential in a fully remote team environment. We’ve seen an increase in success through goal-setting framework OKRs during this time. The reason? In practice, the OKR methodology enables high-level company objectives to be defined by leadership, then cascaded down to the rest of the organization. The workforce is given clarity and direction. From there, each employee, no matter their role, recognizes where they should focus their time and efforts, and better understands how to set and define the right goals that yield the highest impact. When a company operates with this level of openness and trust, employees have the creative freedom to set many of their own objectives and key results. There are many benefits to this approach, but one in particular comes from granting contributors the autonomy to define the best way to achieve their own goals. Additionally, it provides each employee the flexibility to decide how to accomplish the upcoming workload, while at the same time maintaining a focus on measurable outcomes. Such measurement gives people mini goals and larger metrics to meet, which fuels productivity and motivation. In this type of environment, employees become more engaged in the goal-setting process and buy into the initiatives they need to accomplish. This type of employee engagement is exactly what the company needs to increase motivation and productivity at every level. Measurement Matters for Managers Managers are responsible for efficiently moving pieces around, connecting with other teams and optimizing time spent on projects and deliverables. They can help motivate teams by showing exactly how their team’s role contributes to the overall success of the project—and company. This is where transparency comes into play. Transparency on progress and accountability boosts productivity. Together with clear metrics and OKRs, managers can increase team participation, attention, and collaboration. By taking this approach, leadership is supporting contributor ownership, reducing friction between departments, and creating a heightened level of clarity and individual empowerment. Confidence builds when everyone can see what everyone else is doing and becomes part of the goal-planning process. Employees can clearly understand the impact their work has on the short- and long-term objectives and how their unique position brings value to the success of the company. This modern approach to widespread transparency and alignment is the key to breaking down company walls and conventional silos that develop between teams. When a company achieves this, the organization is in a better position to create more robust collaboration between functions and individuals—fostering a sense of ownership and strong company community. This cultural shift from a traditional encapsulation of information creates a well-respected sense of accountability and self-worth down to the individual level. As teams now have spent months working with each other remotely, the same communication strategies that worked in the office don’t always apply. OKRs help teams stay aligned on goals and progress. Transparency is essential as teams must overcommunicate their workload and goals on an ongoing basis. In the months to come, the way everyone works will continue to evolve faster than in recent memory. While the future of work might seem unpredictable, the team progress bar should remain unwavering.     Vetri Vellore is founder and CEO of Ally.io, a business-to-business Software-as-a-Service (SaaS) startup that enables teams to focus, align, and achieve goals with strong employee engagement. Before founding Ally.io in 2017, Vellore co-founded Chronus Corporation, where he now sits on the board. Prior to this, he served as a product unit manager at Microsoft for 14 years. Vellore graduated from the College of Engineering Guindy, Chennai with a B.E. in Computer Science and Engineering and from the University of Washington – Michael G. Foster School of Business with an MBA
Barry Deutsch's insight:

One of the elements I discuss in my workshops with Vistage Groups on Employee engagement is the idea of helping people understand how they matter ot the boss, team, department, and organization. One of the most powerful tools to execute on this idea is to cascade expectations, results, outcomes, deliverables, KPIs or OKRs down through the entire organization. Less than 20 percent of all companies I come across build this level of clarity, purpose, matterness, and expectations into the fabric of their organization.

 

Not doing this is the number ONE reason hiring fails, performance management disintegrates, and employee engagement (productivity) remains at low embarrassing levels.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

New Survey Reveals Only 17% of Employees Give Their Company

New Survey Reveals Only 17% of Employees Give Their Company | Retain Top Talent | Scoop.it
A new survey issued by Topia, an HR tech company specializing in Global Talent Mobility and managing distributed workforces...
Barry Deutsch's insight:

None of this should be a surprise, particularly given Gallups research that shows 50-70 percent of your employees are not engaged. All the studies that have been done over the last decade or more show pretty consistent results of employee dissatisfaction, disengagement, and consequently low productivity.

 

As I am demonstrating to many Vistage Groups in my talk on Managing Remotely in a Criss - these issues get amplified with folks working outside of the office. Are you accepting low productivity or working on initiatives to let it SOAR?

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

How to manage poor employee performance

How to manage poor employee performance | Retain Top Talent | Scoop.it
When one member of your team begins to perform below par, this can have a knock-on effect across the whole business. So, dealing effectively with performance issues is a must. Your team is the beating heart of your company.
Barry Deutsch's insight:

The key to performance mangement - not just poor employee performance - is:

 

"if employees are going to perform well, it’s vital that you have agreed goals and targets for each role in the team."

 

This idea of defining outcomes, deliverables, goals, objectives, metrics, and KPIs is the most important factor in hiring, performance management, and employee engagement.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Four ways to promote company values and maintain culture in a distributed work environment

Four ways to promote company values and maintain culture in a distributed work environment | Retain Top Talent | Scoop.it
Here are four ways organizations can maintain company values and culture with remote employees. ...
Barry Deutsch's insight:

First point in the article - the traditional employee performance appraisal should be proclaimed as DEAD!

 

Instead we should be using a dynamic process of setting goals, effective communication and feedback (such as a regularly scheudled one-to-one at least on monthly basis), and frequent discussions around matterness - showing and demonstrating how your teammembers matter and are aligned with the purpose of the organization.

 

You'll be in shock over the increased productivity and impact if you just do these simple steps in performance management and coaching.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Harnessing the power of recognition

Harnessing the power of recognition | Retain Top Talent | Scoop.it
Creating an open and employee-friendly workplace is a priority for many organisations in today’s competitive jobs market.Companies have recognised that sa...
Barry Deutsch's insight:

Some interesting statistics on retention and engagement in this article.

 

"55% of workers say annual reviews don’t improve their performance. Employees would rather – and expect – to have a continuous level of engagement and feedback from their managers on how they are doing in their role."

 

Almost half of your employees want a different approach to feedback on their performance than the traditional sadistic approach of doing an annual performance review.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Amid COVID chaos, execs say employee engagement is up—but productivity is slipping

Amid COVID chaos, execs say employee engagement is up—but productivity is slipping | Retain Top Talent | Scoop.it
More than half of comms execs said employee engagement and collaboration have increased at their companies since the start of COVID-19. However, 40 percent of leaders said productivity declined while just 25 percent said it increased.
Barry Deutsch's insight:

Although this article is pointed at the PR sector, it could be extended to any business. Productivity is down. How do we still get stuff done? What are the right tools, tactics, and methodologies to ensure you can still hit your business goals, outcomes, deliverables, expectations, and KPIs?

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

Asking vs. listening: What the difference means for employee engagement

Asking vs. listening: What the difference means for employee engagement | Retain Top Talent | Scoop.it
There's a difference between asking employees for feedback and listening to them. Learn how to apply active listening tips to employee engagement surveys.
Barry Deutsch's insight:

In my webinar/workshop on Managing Remotely in a Crisis, I've been talking about the need to extend 1-to-1 coaching sessions throughout the entire managerial ranks.

 

One of the issues that surfaced with a group of CEOs the other day on one of these workshops was that they felt personally they were a poor listener and that the management team had no idea of how to listen effectively since they had never done any training.

 

This is a good reminder of the key elements of effective listening. It's very hard to coach when you don't listen.

No comment yet.
Scooped by Barry Deutsch
Scoop.it!

How to Make Self-Evaluations Part of Your Performance Review Process

How to Make Self-Evaluations Part of Your Performance Review Process | Retain Top Talent | Scoop.it
Self-evaluations give employees a voice in their performance review. Learn the advantages they bring to your appraisals and how you can make employee self-reviews part of your organization's performance management process.
Barry Deutsch's insight:

Self-Evaluations by employees of their performance should be one of the pillars of your performance management process. Here are some ideas from a recent article on how to build self-evaluations into the process. Even if this is already part of your process, it might serve as a great review/assessment.

No comment yet.