Retain Top Talent
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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
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What Is Productivity Monitoring?

What Is Productivity Monitoring? | Retain Top Talent | Scoop.it
Productivity monitoring is a method for watching employee productivity levels throughout the workday. It has gained attention in recent months as a greater percentage of the workforce has begun working remotely, thus prompting employers’ desire to have more visibility into remote employees’...
Barry Deutsch's insight:

As I have been teaching in my Complimentary one hour Vistage Workshops on Managing Remotely in a Crisis - this is a horrible method to manage performance. It's micro-management and "big brother" looking over your shoulder. It basically says we don't trust you. It's the easy way of out defining real performance mangagement like outcomes, deliverables, expecations, metrics, and KPIs. STOP using monitoring software. It creates a culture of mistrust.

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67% of Companies Expect Work From Home to Be Permanent or Long-Lasting

67% of Companies Expect Work From Home to Be Permanent or Long-Lasting | Retain Top Talent | Scoop.it
A new survey finds a majority of companies believe employees may be in a work from home situation permanently following the pandemic response.
Barry Deutsch's insight:

The problem with studies showing that the trend with remote work is increasing and will continue to increase/speed along due to the COVID challenges.

 

The unfortunate news is that most companies are ill-prepared to managed remote workers. I'm covering 8 key points in my 90 minute Virtual Vistage Workshops on Managing Remotely in a Crisis. The lack of pivoting, innovation, best practices, and changing cultures due to remote workers is almost zero. Most organizations are applying the same tactics of managing they've been using in physical proximity over the last few decades. It DOES NOT WORK anymore.

 

Expectations of work performance are non-existent, employee engagement and productivity is weak. communication is horrific, and employees feel cast aside, lonely, out of sync with the team and culture.

 

Let's fix these fundamental problems of how to manage remotely before throwing more people into home office environments.

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PeopleMetrics' New Study Finds 55% of American Workers Unhappy With Employer Response to COVID-19

PeopleMetrics' New Study Finds 55% of American Workers Unhappy With Employer Response to COVID-19 | Retain Top Talent | Scoop.it
 PeopleMetrics, a leading provider of experience management software for employees, customers and patients, announced survey results of 1008 full-time employees...
Barry Deutsch's insight:

Employees Unhappy with their employers. Big surprise here!

 

I'm surprised the number is not higher with most employers not doing anything of substance different than before the Corona Virus.

 

This level of dissatisfaction, disengagement, and unhappiness is only going to increase substantially over the next two months.

 

Are you managing as if nothing has changed?

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Confronting the Remote Employee Engagement Challenge

Confronting the Remote Employee Engagement Challenge | Retain Top Talent | Scoop.it
Statistics show that the sudden need for workers to go remote could take a toll on employee engagement, which was already in a concerning state.
Barry Deutsch's insight:

This article made me sad to read given the high percentage of people working from home right now. Here's the quote that got to me:

 

remote workers felt shunned and left out. Results showed that the remote cohort was more likely to feel unrepresented, and ganged up against by colleagues.

 

What are you doing to prevent your employees from feeling shunned and left out, isolated, ignored, cast off, not cared for?

 

In working through the webinar I've been conducting for Vistage Groups and members over the last few weeks, many CEOs have admitted to not communicating enough, not providing enough specific direction on expectations, and not embedding a sense of caring, compassion, and empathy into their culture.

 

Let's fix this right now! The steps are simple, and the technology exists to facilitate a more effective remote work culture.

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Learning from an agile operating model | McKinsey

Learning from an agile operating model | McKinsey | Retain Top Talent | Scoop.it
Companies with agile operating models have managed the impact of the COVID-19 crisis better than their peers. Here’s what helped them cope.
Barry Deutsch's insight:

Interesting article bordering on an intellectual discussion of operating models/theory. Do you use an agile model to navigate in times of crisis or do you return (or not change/pivot) from your traditional model of decision making, innovation, ideation, change management, implementation and execution?

 

Most companies have their executive teams wrining their hands, holding their head in their hands, and wondering when the crisis will end so they can return to business as normal.

 

We're never going to return to business pre-Covid. Let's embrace that reality now. Given that we must change and pivot, what's the first step?

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How to lead with bounded optimism—through the good and the bad

How to lead with bounded optimism—through the good and the bad | Retain Top Talent | Scoop.it
Bounded optimism is a leadership practice that combines confidence with realism, and it's especially helpful during a crisis like the coronavirus pandemic.
Barry Deutsch's insight:

The author reminds us of a couple of key things to consider during the Corona Virus Crisis and managing remotely. First, to be transparent and honest with our employees. Secondly, to show concern, sensitivity, and empathy.

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6 things remote companies must do to build great culture

6 things remote companies must do to build great culture | Retain Top Talent | Scoop.it
For a solid remote company culture, start with strong values and vision and the rest will follow.
Barry Deutsch's insight:

In my Vistage webinars for Groups and members on Managing Remotely in a Crisis - one of the biggest concerns CEOs express is how to maintain their culture wth a remote workforce.

 

This article specifically addresses that issue and starts with the recommendation to nail down your values.

 

Here's my favorite quote from the article:

 

“Company culture comes from the people, not the physical space they inhabit.”

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