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.
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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.

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An in-depth guide to conducting employee one-on-ones

An in-depth guide to conducting employee one-on-ones | Retain Top Talent | Scoop.it
An in-depth guide to conducting effective one-on-ones for increased employee engagement.
Barry Deutsch's insight:

As many of you know, I believe the 1-to-1 is the best tool for managing performane, engaging employees (driving productivity), and creating a culture of empathy/caring. No tool on earth comes as close as a good 1-to-1. Here are some ideas in addition to my postings on what makes for agood 1-to-1.

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The secrets to efficient 1:1 meetings

The secrets to efficient 1:1 meetings | Retain Top Talent | Scoop.it
1:1 meetings are a great tool for improving productivity and employee satisfaction. Their concept is fairly clear – regular talks between team leaders and their subordinates to discuss progress on goals, satisfaction and engagement, professional development and career growth and others.
Barry Deutsch's insight:

In my workshops on managing, feedback, and performance management, I advocate the use of a 1-to-1 as the greatest managerial tool ever.

 

Quick recommendations: Once a week for 30 minutes with 4 elements: 1) 5 minutes of showing empathy through asking questions about family. 2) 10 minutes on reviewing the one page performance expectations, outcomes, deliverables, metrics, and KPIs the employee has committed to deliver. 3) 10 minutes on coaching to focus on their strengths and helping them to be more successful. 4) 5 minutes on LIB discussion on learning, impact, and becoming - what do they stay and what's their dream of what they can accomplish in your organization.

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