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Scoop.it!
High achievers get frustrated by lack of advancement and innovation and leave the organization. The company is then left with average or below-average employees. 
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Scoop.it!
Key Findings U.S. job openings continue to decline to 4.3 million. Job openings are down 29 percent since early March but may soon bottom out. Employees are increasingly dissatisfied with their employers’ response to the prolonged COVID-19 crisis.
Barry Deutsch's insight:
Some interesting research out of Glassdoor on employee satisfaction during the Corona Virus Crisis and the overall job market trends.
What's my takeaway from this report:
1. We need to do a better job of boosting remote worker engagement to stimulate higher levels of productivity.
2. Now might be a great time to upgrade some of your staff members with better talent at a more affordable rate.
Scoop.it!
What can be seen, heard and experienced by employees and customers, is unique to every business, and is more successful in some than others? Culture isn’t tangible, but it is unavoidable and manageable; it’s the sum total of a business’s values, ethics and beliefs, perpetuated by its people through interactions with peers and customers. So, …
Barry Deutsch's insight:
Are your younger workers demanding more flexible work hours and the chance to work from home. Have you tried to experiment with virtual work arrangements. It's one of the strongest desires from the younger generations. Are you adapting or resisting? Is the lack of a structured approach to managing virtual employees limiting your ability to hire younger talent?
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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.
Scoop.it!
A top company starts with a top team -- here's what you need to know to build one.
Barry Deutsch's insight:
Some really good ideas from Forbes on hiring A-players. How many of these 14 strategies are you executing on now? Which one is at the top of your list to develop action plans for execution?
Scoop.it!
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The author identifies such basic elements of personal growth, impact, and learning that allow you to retain top performers. How basic can you get? Simple Maslow Hierarchy of Needs elements. Yet, most organizations fail miserably to engage their best performers. Over time, literally like a brain drain, these folks leave for greener pastures.
Your best performers are your Pareto Group - where you get 80 percent of your results from the top 20 percent. This is the group we should be nurturing, hand-holding, encouragin, and challenging. Yet, in most companies the vast manjority of leaders feel that since these folks are the most independent, self-starters, and self-motivated - they don't need pats on the back and emotional support. WRONG!
When this group starts to trickle out the door, you're in real trouble. What specific plans/initiatives do you have in place to keep these folks from considering "is the grass greener somewhere else?"