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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A Healthy Company Culture: How to Keep Employees Happy –

A Healthy Company Culture: How to Keep Employees Happy – | Retain Top Talent | Scoop.it
Why are my employees leaving? How long have they been unhappy? What did we do wrong? How do I create a healthy corporate culture, retain great employees, and continue growing as a company? Why developing a good culture plan is important, and how to plan ahead.
Barry Deutsch's insight:

Interesting perspective of why employees are leaving - work life balance and a lack of flexibility in work hours/days.

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What workers now expect from their managers revealed? | theHRD

What workers now expect from their managers revealed? | theHRD | Retain Top Talent | Scoop.it
The most important skills for a manager to possess are leadership, verbal communication and teamwork, according to research by enterprise LMS provider Digits...
Barry Deutsch's insight:

Take note - employees want their managers to be better commuicators and empathetic - surprise!

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Improving Employee Engagement & Retention: Top 10 Strategies

Improving Employee Engagement & Retention: Top 10 Strategies | Retain Top Talent | Scoop.it
Discover top strategies for improving employee engagement & retention. Learn how to measure the impact of your initiatives on employee involvement & turnover.
Barry Deutsch's insight:

What's the link between engagement and retention (or the negative element of turnover) - it's direct. Right now the research shows that roughly 50% of your workforce is open to leaving because of a lack of engagement, and other studies show that roughly 50% of your workforce is seeking greener pastures somewhere else. Small changes in employee engagement can have a dramatic impact  on retention and productivity.

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How To Strengthen Company Culture

How To Strengthen Company Culture | Retain Top Talent | Scoop.it
What is company culture, why is it important, and how do I manage it? All questions we answer in this informative blog post!
Barry Deutsch's insight:

Most of my clients struggle to define their culture. In most entrepreneurial companies there is no culture - it's basically the persona of the company founder/owner.

 

What do you want your culture to be? How would you define it in an advertisement? How would you describe it in an interview? What would your rank and file employees say about it?

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Increasing Sales Team Morale | CaptivateIQ

Increasing Sales Team Morale | CaptivateIQ | Retain Top Talent | Scoop.it
These five tips can be a lifesaver for business leaders who want to boost sales team morale amid tough times.
Barry Deutsch's insight:

Decent article about motivating sales professionals. Everyone struggles with sales team motivation when we're not in the mode of a "rising tide lifts all boats". Are you prepared for the coming economic downturn in the business cycle - are your sales professionals prepared?

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Top Three Trends In Performance Management In 2022

Top Three Trends In Performance Management In 2022 | Retain Top Talent | Scoop.it
While employees are looking for more flexible work situations, it has managers wondering, “what does flexible work really mean?”...
Barry Deutsch's insight:

My big takeaway here is whether you've evaluated which jobs are appropriate for a hybrid/flexible work schedule. Employees are starting to resign when they perceive their job as eligible but you refuse to consider it. Are we trapped into a 1970s style of management which goes something like "I can't trust you if I can't see you?"

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Why businesses need to help employees build friendships

Why businesses need to help employees build friendships | Retain Top Talent | Scoop.it
Peer coaching nurtures connections that make employees want to stay with the company.
Barry Deutsch's insight:

A key element of high performing teams are good friendships and close relationships between team members - supportive, I have your back, helpful, guidance, mentoring, shared experiences. How do you encourage this level of relationship-development in a flexible / hybrid work environment?

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Google ditches twice a year formal review process

Google ditches twice a year formal review process | Retain Top Talent | Scoop.it
Human Resources and Workforce Management News...
Barry Deutsch's insight:

One of the most progressive companies drops the annual review process in favor of more frequent coaching discussions. How much more evidence do we keep needing to see before we drop the annual performance appraisal process - which is one degree removed from a sadistic experience for most employees?

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7 Ways to Improve Employee Engagement on Your Remote Team | CustomerThink

7 Ways to Improve Employee Engagement on Your Remote Team | CustomerThink | Retain Top Talent | Scoop.it
Tweet It’s no surprise that working from home is on the rise, and many companies are ditching the traditional in-person workspace in favour of hybrid or completely remote working structures. And who can blame them? No commute, more flexibility and the ability to work in sweatpants does sound pretty amazing. However, even with numerous benefits, there are new challenges that come with the increase in fully remote work. Some social connection between colleagues is lost when you can’t simply swivel your chair to talk to your coworker, tell jokes by the watercooler or tagalong to try that new café for lunch. Missing that employee engagement can negatively impact workplace culture, productivity, and heighten employee turnover. It is clear that companies need modern solutions to this modern working structure. Well, you’ve come to the right place. Here are 7 tips for boosting engagement on your remote team! 1. Virtual Team-Building Your company is still as much of a team when in-person or remote, so it stands within reason that team building activities are just as valuable to your company regardless of your workplace structure. So do not overlook using team-building experiences made specifically for virtual settings as a way to bring your team together and foster strong connections. The virtual team-building industry boomed when the pandemic started, and there are a plethora of activities that utilize the virtual setting to its advantage. With virtual games, you are not pinned down by the practical restrictions of being in-person and after 2 years of the pandemic, there’s a multitude of options to choose from. Need some inspiration? Check out this blog post for 30+ Virtual Activity Ideas. Pro Tip: Try organizing a virtual team-building experience once a month. Not only is this a perfect way to engage your remote team on a consistent basis, but also gives them something new and exciting to look forward to each month. 2. Company Retreats Most fully remote teams host a company retreat at least once a year to bring everyone together in-person. By choosing an exciting destination and having everyone meet to participate in team-building activities, business related workshops, can completely change the company dynamic and reduce turn-over! Connecting, celebrating, and working together in a beautiful place was a rewarding and invaluable experience and truly strengthened our bond as a team. A company retreat should be a top priority for all companies, virtual or not. However, especially as a remote company, it’s the perfect way to use the money you’ve saved on having a physical space and reinvest it in your team. Take a look at some examples of company retreats that have been created for remote companies and see the amazing possibilities of your own company retreat to engage your remote team! 3. Friday Socials An amazing way to increase company engagement and connection is to involve your employees in the actual planning process. Once or twice a month on Fridays, place one person is in charge of running a fun Friday social for the rest of the team. Learning a new recipe, tarot card readings, get-to-know-you trivia, fitness classes, water colour painting and even drag Queen bingo are all examples of fun options for Friday socials. Provide each person with a small budget for the necessary provisions for their activity and leave it to them! Not only does it feel more personal, but also inspires much more creativity to think outside the box. Friday socials are a great way to let loose after a long week, reward your team and get everyone engaged. 4. Co-Working Days Co-working days are the perfect way to strike a balance between work from home and in-person connection. Once a month, book a co-working space (or a few depending on the cities your team resides in), and bring everyone together for an in-office work day! Almost reminiscent of pre-pandemic times, it’s a fun way to reignite that team mentality and enjoy working side by side with your colleagues once more. These mini-reunions are a truly special way to boost morale, but will also boost productivity or allow opportunities for important monthly meetings or even fun brainstorming workshops. Making these co-working days a monthly occurrence will give your team something to look forward to, and a perfect opportunity to catch-up with one another and even ditch the sweatpants and dress up for a day. Pro Tip: Show your employees you really care by ordering in a lunch or treats, or taking them out for happy hour after work. 5. Consistent Weekly Meetings No one wants more meetings that could have been an email but hear me out, structured meetings two to three times a week can have a huge effect on team engagement. Schedule meetings for thirty minutes on Mondays, Wednesdays and Fridays. Each day of the week has its own purpose. Mondays allows for the team to reconnect after the weekend, receive high level updates, and share goals for the week. Wednesdays can include a fun ice breaker question and the sharing of daily goals. Wednesdays also include an opportunity to “ask the boss anything” as questions do always come up during the week. Fridays are for debriefing, identifying tasks that need to be done before the end of the day, setting goals for next week and having a few laughs. Each meeting should also include sharing any blockers to our daily goals which allows the team to collaborate and help each other when needed. This fosters a sense of collaboration, strengthens our team’s connection and allows us to align on team goals. Even if it’s a twenty minute meeting to bring everyone together twice a week, this consistent routine and ability to see everyone face to face will without a doubt increase remote team engagement on a day to day basis. 6. Coffee Breaks Taking breaks to actually disconnect from work can actually be more challenging in a virtual setting. It’s easier to step away from the desk, clear your mind and re-energize when you can actually interact with your coworkers face-to-face. Colleagues can jet out for a coffee, stand by the watercooler or try out a new lunch spot together. This valuable social interaction and mental health break can be sorely missed in the virtual world. Well, Donut has a unique solution that not only brings that day-to-day coworker communication back, but also encourages small healthy breaks throughout the day. This app can be used via Slack, and will periodically ask fun and unique get to know you questions! What did you want to be when you grew up? What’s your biggest pet peeve? Which fruit is the best? These questions are specially designed to inspire further conversation, friendly debates and simply make people smile. There is also an added option called Donut Intros, which essentially mimics an in-person coffee break, lunch break or happy hour. Each month, the app will pair up two coworkers who will then be responsible for finding a time to get together via an online platform of choice and get to know each other a little more. This can bring together people from different departments, and create a more connected and engaged workplace, not to mention it will brighten everyone’s days and keep that valuable social connection alive and well. Pro Tip: Not a Slack user? That’s okay. Try Coffee Pals instead! 7. Always Ask For Feedback Don’t overlook how important engagement is in your remote workplace. It can make all the difference in creating a productive workplace and increasing job satisfaction. Every company dynamic is different, and will therefore thrive on a unique combination of the above ideas. The best way to stay in tune with your team is to get in the habit of asking for feedback and actually implementing changes to continue to improve. Consider sending out a quarterly “Pulse Check” survey where each employee can share their thoughts and feedback on a range of company aspects. This information is invaluable in continuing to facilitate a dynamic, engaging and positive workplace culture.
Barry Deutsch's insight:

My clients are so frustrated by the continuing trend of hybrid work environments. Most are still stuck in a 70s timewarp of "if I can't see you, I can't trust you." They also believe it's impossible to be part of the culture without physically being present. This article offers some ideas of how to stimulate engagement and feeling part of the team and culture with remote workers.

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Stemming the Great Resignation

Stemming the Great Resignation | Retain Top Talent | Scoop.it
Stemming the Great Resignation...
Barry Deutsch's insight:

The number one reason people turn off, become disengaged, join the Great Resignation is a lack of clarity on what their boss expects from them. Number two is a weak or minimal non-monetary reward and recognition system that showcases your lack of appreciation, gratitude, and thankfulness for great performance.

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41 Questions to Ask Employees to Improve Workplace Morale

41 Questions to Ask Employees to Improve Workplace Morale | Retain Top Talent | Scoop.it
We've listed 40+ questions leaders must ask their employees to improve workplace morale, from employee satisfaction to growth questions. Grab the list here!
Barry Deutsch's insight:

One of the recommendations I make in my workshop titled "You're the Person We Want to Keep" is to conduct a periodic LIB discussion - learning-impact-becoming. In the Hr world, this is frequently referred to as a "stay interview." Here are some great questions to ask to help people realize their dreams and vision for themselves.

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Employee Engagement: The Definitive Guide | Ambassify

Employee Engagement: The Definitive Guide | Ambassify | Retain Top Talent | Scoop.it
Want to take employee engagement beyond the next level? Apply all 8 of our tactics and reap the benefits of having happy, engaged, and productive employees.
Barry Deutsch's insight:

Some good practical examples of companies working on employee engagement. A great illustration - Recently I was purchasing a MAC desktop with my daughter. Choices were BestBuy or the Apple Store. The level of positive energy, helpfulness, knowledge, and positive experience was exceptionally higher at Best Buy? Why? Why do some employees want to show discretionary effort in helping customers and in others they could care less?

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The Surprising Truth About How Often Companies Need To Discuss Their Values

The Surprising Truth About How Often Companies Need To Discuss Their Values | Retain Top Talent | Scoop.it
When companies discuss their values frequently enough, employee engagement is 88% higher.
Barry Deutsch's insight:

During this period of the "GREAT RESIGNATION", improving employee engagement is critical to keeping your best talent. Interesting survey/metric in the article shows that engagement is 25% higher when you talk about values every day instead of once a quarter. So simple - yet so few companies actually do this - less than 20 percent. That one tactic might help save that valued employee who is thinking the grass might be greener somewhere else.

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Check In Before They Check Out | Kincentric

Check In Before They Check Out | Kincentric | Retain Top Talent | Scoop.it
Organizations have an opportunity to mitigate resignation risk with the right stay interview strategy and approach.
Barry Deutsch's insight:

If you've attended any of our workshops on hiring, engagement, or retention - you know we call this HR tactic of a stay interview the LIB discussion. My experience is that most managers lack the skills of how to have this conversation and thus avoid it. 

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What workers now expect from their managers revealed? | theHRD

What workers now expect from their managers revealed? | theHRD | Retain Top Talent | Scoop.it
The most important skills for a manager to possess are leadership, verbal communication and teamwork, according to research by enterprise LMS provider Digits...
Barry Deutsch's insight:

Take note - employees want their managers to be better commuicators and empathetic - surprise!

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Employee trust—4 ways to maintain progress made during the pandemic

Employee trust—4 ways to maintain progress made during the pandemic | Retain Top Talent | Scoop.it
‘Getting back to normal’ squanders an opportunity for growth.
Barry Deutsch's insight:

The article quotes a study showing 60% of employees do not trust senior management. I just did my program today titled "You're the Person We Want to Keep" (engagement, retention, and employee productivity) for a Vistage CEO group in Canada. We talked about using 1-to-1s as a tool in developing trust between managers and employees. Very few CEOs do it with their direct reports and even fewer cascade it through-out the company. So simple - yet not doing it causes failure in communication, trust, retention, engagement, performance management, and coaching. It's horrible not to have a rigorous process for communicating with employees on a frequent basis.

 

Kill the traditional performance appraisal process - it's sadistic at best. Move to process of regular monthly coaching - you'll be amazed at the drop in turnover, the boost in morale and engagement, and perhaps, most importantly, the uptick in productivity.

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6 Essentials for Maximum Employee Engagement

6 Essentials for Maximum Employee Engagement | Retain Top Talent | Scoop.it
Want to achieve maximum employee engagement? Pay attention to the six universal human needs in order to thrive at work.
Barry Deutsch's insight:

Basic elements of employee engagement, satisfaction, happiness that all lead to realizing the "grass is as green as it will ever be right here - no need to look elsewhere." The big question is what initiatives are you driving to move the needle on employee engagement in your organization?

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Got an employee engagement problem? Here’s why it’s management’s fault | Praesens Group

Got an employee engagement problem? Here’s why it’s management’s fault | Praesens Group | Retain Top Talent | Scoop.it
Leaders account for 70% of the variance in employee engagement, yet only 30% of employees are engaged at work. Clearly there's a leadership crisis.
Barry Deutsch's insight:

How many articles do we need to look at to grasp the issue that a significant number of employees are disengaged and looking for a new job - and the key issue is the lack of effective management by their immediate supervisor. Is it time for some remedial training of your management team to boost retention/engagemnet and by extension productivity?

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25 Employee Engagement Survey Questions Every Leader Should Consider | Kona

25 Employee Engagement Survey Questions Every Leader Should Consider | Kona | Retain Top Talent | Scoop.it
Employee engagement surveys are a key way to build an engaged and productive team. Ask these 25 engagement survey questions to assess and improve your company initiatives.
Barry Deutsch's insight:

These are good questions for a survey, a personal development conversation which we call a Learning-IMPACT-Becoming Conversation - or in HR langauage a stay interview.

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Outdated Management Techniques to Ditch — And What to Do Instead

Outdated Management Techniques to Ditch — And What to Do Instead | Retain Top Talent | Scoop.it
What worked for managing baby boomers won’t necessarily resonate with millennials and younger generations. Here are some outdated management techniques to retire, and what to do instead.
Barry Deutsch's insight:

I just had this conversation with a couple of Vistage CEO groups last week. The management techniques practiced and learned by baby boomers doesn't work with the younger generations. And we keep scratching our heads wondering why the younger folks keep leaving??

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Burnout, broken hiring and employees in a rut: No wonder workers are looking to quit

Burnout, broken hiring and employees in a rut: No wonder workers are looking to quit | Retain Top Talent | Scoop.it
From talent shortages to disgruntled workers and ineffective hiring and performance processes, employers face a long road to fixing a thoroughly fractured workforce.
Barry Deutsch's insight:

Whether it's in the US or internationally, it's downright frightening that almost 50% of employees are open to leaving their current companies. Layer that on top of the fact that most employees are still using techniques from the 1970s to attract people (job posted),and hiring managers who are only accurate in their hiring 25%-33% - you've got a tidal wave of pain coming regarding having an effective workforce.

 

Most employers approach to solving these problems is to wring their hands and pray for better times. Very few companies are proactively and creatively fixing the problems in their workforce or in finding new employees.

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4 Reasons for Low Training Participation (and How to Change it)

4 Reasons for Low Training Participation (and How to Change it) | Retain Top Talent | Scoop.it
Are your corporate training programs not driving your desired level of engagement? Learn why and how you can fix it.
Barry Deutsch's insight:

Is it any wonder why most companies shy away from training - yet the studies show the tremendous impact on the bottom-line from a well trained organization. Good list of things to think about in considering traiing.

 

My personal experience is that training is useless without follow-through of coaching, examples, role-playing, process, templates, tracking, tools, and practical execution.

 

In my hiring improvement training programs, I insist clients sign up for practical coaching of the concepts/ideas taught in the workshop - otherwise people tend to fall back on whatever they used to do.

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7 Sins That Cause Low Employee Engagement

7 Sins That Cause Low Employee Engagement | Retain Top Talent | Scoop.it
This article pinpoints the seven most common employee engagement sins that teams commit and how to avoid them in your organization.
Barry Deutsch's insight:

Interesting take on some of the issues that might lead to low employee engagement. The point about micro-management will turn employees off faster than almost any issue. Are some of your managers guilty of micro-management?

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It's Not Rocket Science—Here’s How To Retain Talent

It's Not Rocket Science—Here’s How To Retain Talent | Retain Top Talent | Scoop.it
To retain top talent, in addition to pay, you need to treat people with respect, show appreciation, gratitude and empathy and offer a career path forward within the organization.
Barry Deutsch's insight:

So if it's not tocket science - why don't more employers put initiatives and programs in place to improve employee engagement and retention?

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Leadership opportunities in the Great Resignation

Leadership opportunities in the Great Resignation | Retain Top Talent | Scoop.it
A CEO notes that there is no training ground for the breadth of workforce, recruitment, and employee-engagement issues hitting the leaders of today. But what if the Great Resignation is an opportunity in disguise?
Barry Deutsch's insight:

You probably focus a lot on innovation, experimentation, and creative thinking about your products and services. Are you applying the same approach to thinking about the wide range of opportunities that exist for engaging and retaining your workforce? Is your frame of reference "we've never done that or we can't do that" vs. "What if we did ....?"

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