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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Employee Performance Management Tools To Try In 2021

Employee Performance Management Tools To Try In 2021 | Retain Top Talent | Scoop.it
With so many performance management tools, it is crucial to understand which one is right for you. If you are searching for a reliable survey tool, read...
Barry Deutsch's insight:

The number one issue of performance management is that everyone knows what success in their job looks like - what their immediate boss expects of them. We can call these KPIs, outcomes, MBOs - they all translate into a clear, precise understanding of what is expected and how is it being measured.

 

If you have not cascaded down through the entire organization the idea of defining success for every job = you are failing miserably at hiring, retention, productivity, and performance management.

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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).

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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. 

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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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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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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.

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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.

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Power of Continuous Feedback

Power of Continuous Feedback | Retain Top Talent | Scoop.it
Feedback is the hidden gem which can help organizations navigate through difficult times like these which we are going through. Receiving feedback can prevent potential conflicts and resole them before they escalate into something bigger.
Barry Deutsch's insight:

One of the primary reasons employees give a low level of effort or minimum productivity is that they don't understand what's expected of them. The second issue is not having a structured process for providing feedback on the expectations.

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How to Set Winning Sales Goals Using OKRs

How to Set Winning Sales Goals Using OKRs | Retain Top Talent | Scoop.it
Learn how to keep your sales team engaged and accountable using the OKR goal-setting framework....
Barry Deutsch's insight:

As you know, I am a huge proponet, if you can't measure it, it's not worth managing. Here is a good article from Hubspot on setting sales objectives and then breaking it down at the activity level. We call our process SOARing in the Vistage Community - comparable to SMART goals, metrics, KPIs, OKRs - defining outcomes, results, objectives, performance, expectations at a quantifiable level.

 

Not going through this exercise leads to failure at every level - hiring, performance management, and most importantly, employee engagement (productivity).

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Your Performance Feedback Doesn’t Work—Here’s How To Fix It

Does the way we deliver feedback help or hinder an employee’s motivation to improve?
Barry Deutsch's insight:

Interesting article on Forbes.com related to performance management. Although, I would say the points probably align more along coaching than just performance management. The issue is that it's impossible to get to coaching without an effective performance management system.

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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?

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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.

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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.

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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.

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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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Council Post: Performance Management: Employee Accountability

Council Post: Performance Management: Employee Accountability | Retain Top Talent | Scoop.it
At their most primitive, reviews offer documentation of company communication to the employee. At their best, however, they facilitate an ongoing conversation between supervisor and employee.
Barry Deutsch's insight:

Interesting article in Forbes regarding the annual performance appraisal process. I've been recommending in my workshops on Feedback and Performance Management that companies should kill this sadistic exercise and move toward regular coaching conversations. The problem is that most managers don't know how to coach - so their focus is on highlighting the negatives in the annual performance review. Why don't we teach our managers to coach?

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These Simple Changes to Your Performance Reviews Will Make More Effective Employees

These Simple Changes to Your Performance Reviews Will Make More Effective Employees | Retain Top Talent | Scoop.it
Make these performance management improvements to boost your employee's strengths and your bottom line as well.
Barry Deutsch's insight:

I'm in the middle of preparing a one-hour talk for Vistage Groups and companies on Performance Management and Feedback. Here is good article I came across in my research that summarizes a few key points about an effective review-feedback process.

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How to Actually Encourage Employee Accountability

How to Actually Encourage Employee Accountability | Retain Top Talent | Scoop.it
It’s about dignity, fairness, and restoration — not blame.
Barry Deutsch's insight:

Here are some frightening statistics about performance management and accountability from a recent HBR article. This could be one of the greatest issues of the decade for hiring, productivity, and engagement.

 

Most of my clients when asked why they are not defining success and implementing accountability - respond with "we don't know what to do."

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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.

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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?

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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?

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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.

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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?

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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 Keep Your Remote Employees Motivate and Engaged

How to Keep Your Remote Employees Motivate and Engaged | Retain Top Talent | Scoop.it
Employee engagement is one of the best ways to motivate and inspire your employees to achieve more. Here is how you help your remote employees do more.
Barry Deutsch's insight:

Some good reminders about keeping the folks who are still working remotely both engaged and motivated. Some of these ideas I've been sharing in my zoom workshop for Vistage Groups on Managing Remotely in a Crisis: regular check-ins/1-to-1s, setting goals/outcomes, having fun and team-building.

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