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 Engagement Is Declining, but Managers Can Help

Employee Engagement Is Declining, but Managers Can Help | Retain Top Talent | Scoop.it
Three key metrics involving recognition, transparency and peer relationships show a decline in employee engagement. All of these issues are fixable with effective management.
Barry Deutsch's insight:

Scary statistic ALERT: Quote from the article: "The fact that barely more than one in four employees feels valued is a sad commentary on management." If this quote doesn't make your head spin in the continuing tight job market where your best employees have targets on their backs and are being picked off one-by-one by your competitors. The real issue is not whether one in four are feeling valued - the real issue is that you are doing nothing about it.

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Getting Employee Engagement Right Takes More Than a Village

Getting Employee Engagement Right Takes More Than a Village | Retain Top Talent | Scoop.it
Research from the The Engagement Institute examines how highly engaging cultures are forged and how employees can play an active role in their own engagement.
Barry Deutsch's insight:

The author states "Despite increasing investments in employee engagement surveys, programs, and interventions, fewer than one third of workers around the globe are engaged."  Another study validating the primary information generated from Gallup's research. My question is how long can companies withstand dropping levels of employee engagement, satisfaction, effort, and commitment?

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Science Found the 5 Things That Drive Employees to Go Above and Beyond

One study, 23,000 employees, 45 countries. The results? Priceless.
Barry Deutsch's insight:

Interesting study that shows why/when employees give an extra effort - acting with initiative. It mirrors much of what the Gallup research has shown about work satisfaction. What was the number ONE point - it start with an employee's manager. If you have weak/average managers, they'll create weak/average teams that generate weak/average results. How would you rate your managers?

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Disappointing news about employee engagement from Gallup

Disappointing news about employee engagement from Gallup | Retain Top Talent | Scoop.it
According to Gallup, "51 percent of U.S. employees say they are actively looking for a new job or watching for openings." Think about that for a minute. A little more than half of your employees have at least one foot out the door.
Barry Deutsch's insight:

Gallup just confirmed through their research the statement I've been making for years - that at least 50% of your workforce at any given time is open to a new opportunity.

 

According to Gallup, "51 percent of U.S. employees say they are actively looking for a new job or watching for openings." Think about that for a minute. A little more than half of your employees have at least one foot out the door.

 

What does this say about your current weak efforts at retention? Is it time for a check-up on how your retaining not just your most talented (they leave first), but also everyone else?

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The Benefits of Corporate Team Building - People Development Network

The Benefits of Corporate Team Building - People Development Network | Retain Top Talent | Scoop.it
   
Barry Deutsch's insight:

This infographic struck a chord with me - it got me thinking and wondering why more companies don't focus on team building. Everyone seems to assume that if you're working in our company, you've got all the "team knowledge" you need to be successful. We all know that's not true - yet our investment in team building seems woefully inadequate.

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The Pursuit of Employee Happiness 

The Pursuit of Employee Happiness  | Retain Top Talent | Scoop.it
Learn all about Gusto's latest and greatest HR feature — Employee Happiness Surveys.
Barry Deutsch's insight:

Is anyone conducting employee satisfaction or happiness research, surveys, studies in their organization? What tools are using and how effective are these in improving employee happiness? Check out this tool I stumbled across called Gusto - would love to hear your feedback on what looks like a SaaS approach to employee surveys

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The Best (And Amazingly Easy) Thing You Can Do to Increase Employee Engagement

It's easy to blame employees for lack of engagement, but without a clear, simple, and engaging mission statement and strategy--they won't.
Barry Deutsch's insight:

I wanted to slap myself in the forehead after reading this article. Of course, the mission statement is critical to success. It's one of core elements of culture, focusing employees, and gaining alignment around employee motivation and the purpose of your organization.

 

How strong is your mission statement? Is it a difference maker in hiring and retention?

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The New Rules of Employee Performance Management

The New Rules of Employee Performance Management | Retain Top Talent | Scoop.it
Are you up to date on the new performance management approach?
Barry Deutsch's insight:

Out with the outdated sadistic approach to annual performance reviews. This article talks about how progressive companies are rethinking their approach to performance management and ensuring flawless execution among their employees.

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Employee Recognition: Why Do You Need It?

Employee Recognition: Why Do You Need It? | Retain Top Talent | Scoop.it
We all hear how employee engagement brings long lasting results, but what exactly are these results and how do you effectively reach them?
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3 Nuances in Employee Recognition Created by Dodgy Brain Reactions - The Human Resources Social Network

3 Nuances in Employee Recognition Created by Dodgy Brain Reactions - The Human Resources Social Network | Retain Top Talent | Scoop.it

Interesting take on the application of "neuro" thinking as it applies to employee recognition. How would you apply this in your unique organization as it relates to employee recognition?

Barry Deutsch's insight:

Interesting take on the application of "neuro" thinking as it applies to employee recognition. How would you apply this in your unique organization as it relates to employee recognition?

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Hiring Mistake #1: Your Job Description is Worthless

Hiring Mistake #1: Your Job Description is Worthless | Retain Top Talent | Scoop.it
In my last post, I mentioned that I would take the Study we did within the Vistage/TEC CEO and Senior Executive Community on Hiring Failure before we wrote our book, and explore the Top Ten Reasons
Barry Deutsch's insight:

I posted this article on the LinkedIn Publishing Platform. It talks about why hiring fails over 50 percent of the time, and why it represents the number 1 reason for hiring failure. Fix it and hiring is simple. Don't define success up-front and be doomed to a hiring process based on luck and hope.


Barry Deutsch

Master of Hiring Accuracy

Doctor of Hiring Failure and Pain

Prognosticator of Radical Hiring Improvement

 

Learn more on our popular Hire and Retain Top Talent Blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

Join the Discussion With Me On Google Plus


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Dismal Employee Satisfaction - Can You Fix It?

Dismal Employee Satisfaction - Can You Fix It? | Retain Top Talent | Scoop.it
Every company wants to know how they can create and sustain a profitable culture that attracts and retains top talent.
Barry Deutsch's insight:

Another blog post reconfirming the studies that show dismal employee satisfaction levels. In my own research I've noted that most of these studies over the last few years peg employee satisfaction, engagement, happiness at sub-25% levels.


This either means an explosion of turnover as the job market heats up - or extremely poor execution, impact, and productivity from your existing workforce.


Here's the comment by the author:


"some studies exposed disturbingly low employee engagement rates. Best companies are figuring how to engage top performers by helping them map their career paths and develop desired knowledge and skills. They do this through professional development classes, executive coaching and training for managers who need to understand how they can spot potential talent and support employee growth."


There were a couple of huge points in this paragraph. First, are you helping your top performers to achieve their work dreams and visions. Are you sitting down with them, discussing their ambitions, desires, expectations, and needs? Are you laying out a career development plan or an annual learning plan?


If you're not having this conversation and being proactive in career mentoring your best performers, I'll suggest that friends, former business associates, and recruiters are having this conversation constantly with your best talent. Wouldn't you rather be driving that bus?


Secondly, the vast majority of your executives and manages stink at understanding what the needs are of top performers. They've never been trained how to spot, develop, encourage, challenge, and stimulate the best people on their team. A few intuitively get it and the rest suffer by having great talent "fire" their boss (leave to seek greener pastures). Shouldn't you be training all your executives and managers how to be great at career mentoring and coaching top talent? Why leave it to just a few of your managers - why shouldn't every single one of them possess this skill?


What's your action plan to raise employee engagement, satisfaction, and happiness through improved career mentoring?


Not only is this concept critical to retaining your best employees in the next few years, it's a fundamental element of recruiting great talent.


Barry Deutsch

Master of Hiring Accuracy

Doctor of Hiring Failure and Pain

Prognosticator of Radical Hiring Improvement

 

Learn more on our popular Hire and Retain Top Talent Blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

Join the Discussion With Me On Google Plus

 

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Do You Prevent Top Producers from Defecting?

Do You Prevent Top Producers from Defecting? | Retain Top Talent | Scoop.it
In a low-growth market, aggressive banks are seeking to grow by poaching top performers from rivals. There are effective ways to keep top talent on board.
Barry Deutsch's insight:

It's interesting that the title of the article infers a series of recommendations on how to prevent people from leaving - but instead doesn't offer a single recommendation other than the inference of people getting more money to make a change.


I'll suggest that in looking at over 250,000 potential candidates over the last 25-30 years, my partners and I have identified 3 key reasons why people start looking or are open to "greener pastures" at your competitors - in this sequential order:


  1. Lack of Opportunity which could be defined as learning, impact, and becoming something better
  2. An ineffective, toxic, weak boss. Top performers want to work for top leaders.
  3. A bad company. The company culture is rotten or the company lacks vision to move forward.


The real question for you to consider is:


As the job market heats up and opportunities for "greener pastures" become available, do you run the risk of loosing some of your best performers since you're not paying attention to "engagement" and stuff Abraham Maslowe talked about over 50 years ago.


Barry Deutsch

IMPACT Hiring Solutions HIRE and RETAIN Top Talent

http://www.impacthiringsolutions.com/blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-HOW-Hire-1819296/about

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How to Attract and Retain Millennial Talent - TalentCulture

How to Attract and Retain Millennial Talent - TalentCulture | Retain Top Talent | Scoop.it
Millennials are taking over the workforce. Organizations who wish to compete for millennial talent must first understand the experiences that shape them.
Barry Deutsch's insight:

Almost all of my clients are experiencing frustrations in recruiting and retaining millennials - particularly in the merging of generational differences in work. Solving this clash of culture will be one of the keys to building high performing organizations in the near future.

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Employee Engagement Report: US workers detached, disenchanted (and what to do about it) | Advance Systems

Employee Engagement Report: US workers detached, disenchanted (and what to do about it) | Advance Systems | Retain Top Talent | Scoop.it
Article reposted with permission from raptmedia.com Technology—particularly the internet and social media—is invariably changing the way people engage, make decisions and exhibit loyalty. Fragmented content consumption, constant distraction, and consumer control continue to shift the rules on all of us. Not only is this the new reality for brands trying to reach and inspire a connection…
Barry Deutsch's insight:

"A staggering 69 percent are open to other opportunities or already seeking their next job." Can you comprehend that almost 70 percent of your workforce is right now trying to see if the grass is greener somewhere else? What are you doing about it? Do you have a plan?

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Employee Happiness Doesn’t Hinge on Salary Increases

Employee Happiness Doesn’t Hinge on Salary Increases | Retain Top Talent | Scoop.it
Learn more about employee happiness in a new report
Barry Deutsch's insight:

Interesting research once again confirming employee satisfation and happiness is not tied to compensation - which is the gut first impression answer by most CEOs, executives, and managers. Learn more about some of the key elements that drive retention around engagement, happiness, and job satisfaction.

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40 Employee Recognition Ideas For Your Praiseworthy Staff - Capterra Blog

40 Employee Recognition Ideas For Your Praiseworthy Staff - Capterra Blog | Retain Top Talent | Scoop.it
The human brain thrives on praise, but coming up with ways to achieve that can be tricky. Here are 40 employee recognition ideas that can help.
Barry Deutsch's insight:

Some great ideas in this article on employee recognition. Study after study has proven that employee recognition is one of the most important elements of employee engagement and satisfaction?

 

Give a few of these a spin - let me know which ones worked great and which ones didn't. Vary them quarter by quarter. Try something new for once. Experiment, innovative, challenge your traditional thinking about what employees want for recognition.

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8 Signs an Employee Is Exceptional (Which Never Appear on Performance Evaluations)

Many are good. Some are superior. And a few--just a few--are exceptional. Here's how to tell the difference.
Barry Deutsch's insight:

Great article by Jeff Haden. His point about the characteristics of an exceptional employee not appearing on the performance evaluation - it should be on there. I do agree with his point about proactivity and initiative - this is the number ONE stand-out trait of high performers.

 

Jeff claims these high performers can turn on and off their unusual personalities easily - that they can "self-moderate", or to use an overworked term, they have high emotional intelligence.

 

My experience has been that most of these high flying star employees can't self-moderate and typically have low emotional intelligence. Many times the team is forced to tolerate their behavior (which is a direct conflict with the culture) because the boss is in love with their performance and blind to the chaos they create on the team (or perhaps the boss likes the idea that the employee is their surrogate for shaking things up. Either way, having this lone ranger on the team is not only dysfunctional, but many good employees will not put up with it.

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Sheila Talks Coaching for Results Video Engaged Employees

Hi, I'm Sheila Kamuda with coaching advice for the office and beyond. playniceadvice.blogspot.com Hope you enjoy, leave comments, subscribe, like, share.
Barry Deutsch's insight:

Shelia Kamuda has a nice blog and great little video series about employee engagement, satisfaction, culture, and workplace behaviors. I recommend reading and watching the content she shares.

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At the Heart of Culture: Work That Matters

At the Heart of Culture: Work That Matters | Retain Top Talent | Scoop.it
To most of us, the phrase Work that Matters infers job satisfaction. Our intended outcome is a workplace culture characterized by lower stress, lower turnover, an
Barry Deutsch's insight:

A large part of employee engagement and satisfaction is work that matters - employees derive a high value from what they do. Do you look closely at these issues for all jobs - particularly those on the front line?

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The benefits of recognizing your team success and the 3 rules of celebration

The benefits of recognizing your team success and the 3 rules of celebration | Retain Top Talent | Scoop.it
Building a great team is a challenging job. You should take pride in your
team’s success. Take time and efforts to celebrate success with your
people. 
Barry Deutsch's insight:

Very few companies do a great job recognizing and rewarding individual and team performance. I liked this article because it reinforces some very simple ideas about recognition.

 

If you're recognizing outstanding performance, why would your employees continue to go above and beyond the call of duty for you?

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B2B: Using Gamification to Grow Employee Engagement and to Encourage a Culture of Employee Recognition

B2B: Using Gamification to Grow Employee Engagement and to Encourage a Culture of Employee Recognition | Retain Top Talent | Scoop.it

I've been exploring how gamification might work in areas like referrals, but had not yet considered it around employee engagement and recognition. Interesting comparison to LinkedIn's gamification strategy of trying to get you to complete your profile.

 

I'm curious if anyone has started to use gamification on the retention side vs. hiring side?

Barry Deutsch's insight:

I've been exploring how gamification might work in areas like referrals, but had not yet considered it around employee engagement and recognition.

 

I'm curious if anyone has started to use gamification on the retention side vs. hiring side?

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Kill the Traditional Performance Appraisal

Kill the Traditional Performance Appraisal | Retain Top Talent | Scoop.it
  An article in INC magazine recently reminded me that companies are still committed to annual performance reviews. One of the points of the article was that you should be able to adjust a per...
Barry Deutsch's insight:

Another article by a Vistage Chair, David Belden, who indicates the work of Dr. Elliott Jaques is another reason for killing the traditional performance appraisal.


As if there is not enough evidence yet that the traditional performance appraisal is a useless and sadistic tool of management, the work of Dr. Elliott Jaques appears to put another nail in that coffin of a tribal tool used ineffectively and used simply because in many companies that's the way it's always been done.


Wow - what a great argument for continuing one of the most demotivating, life force sucking, turn-offs most employees encounter.


Instead of doing an annual performance appraisal, I agree with David Belden that the communication process around expectations and performance should be more frequent - and the goals, objectives, outcomes, and deliverables should be matched to their capability.


Barry Deutsch

Master of Hiring Accuracy

Doctor of Hiring Failure and Pain

Prognosticator of Radical Hiring Improvement

 

Learn more on our popular Hire and Retain Top Talent Blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

Join the Discussion With Me On Google Plus

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David Hain's curator insight, March 24, 2014 12:27 PM

Let's pause for a moment to say RIP to old ways of appraisal...

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When was the last time you did a check-up on your culture?

When was the last time you did a check-up on your culture? | Retain Top Talent | Scoop.it
Employee engagement is all the rage in HR. Multiple studies have shown the correlation between engaged workers and a healthy employee culture.
Barry Deutsch's insight:

I teach a workshop called "You're the Person I WANT to Keep" which is focused on retaining top talent. One of the core elements of that program is understanding how your culture impacts employee satisfaction, happiness, and engagement.


This article refers to a Booz and company study on culture and engagement. Here's a synopsis of the article:


"According to recent research by Booz & Co., employees and managers greatly value company culture, but their organizations are failing to effectively shape the workplace environment. The study revealed that 60 percent of respondents, including executives and employees, believe that culture is more important than their company's strategy or operating model, and 84 percent think it's essential for business success. Unfortunately, over half think that their organization needs to overhaul company culture and only 35 percent believe it's currently managed effectively."



84% think it's critical for success, yet only 35% think it's managed effectively. Is there a disconnect here?


Does someone at your company take responsibility for driving culture or is your culture one of accepting what you tolerate?


Are you about to start losing some of your best talent because they are disgusted by your culture?


Barry Deutsch

Master of Hiring Accuracy

Doctor of Hiring Failure and Pain

Prognosticator of Radical Hiring Improvement

 

Learn more on our popular Hire and Retain Top Talent Blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

Join the Discussion With Me On Google Plus


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Do Nice Managers Finish Last?

Do Nice Managers Finish Last? | Retain Top Talent | Scoop.it
Bad news for bosses who take an interest in their employees’ emotional well-being: their employees won’t work any harder as a show of gratitude for their support
Barry Deutsch's insight:

I disagree with a couple of assumptions in this article. First, if you care about your employees the article infers you're a "nice manager" and you'll finish last.


You're drawing a correlation between caring about your team  and being "too nice". Wrong assumption. Basic and fundamental to team success is a manager who cares deeply about each person on their team. 


Secondly, "being too nice" has nothing to do with caring. You infer managers overstep their boundaries of professional/personal in caring about their people - and by being too nice might play favorites or overlook work related expectations.


Research going all the way back to Maslow shows that employees want recognition and support from their boss. They need a pat on the back for doing a great job, and deserve it. They need to know their boss is empathic and cares about their success and well-being. The extensive work done by


Gallup on employee satisfaction, engagement, and retention, shows managers who care about their people get better results.


Finally, it doesn't appear to be age related - you can't claim dramatic differences between recent graduates and baby boomers. I can take my own high school girls basketball team that I've been coaching for almost a decade and see the same things: performance goes up when team members know their boss (coach) has their back, and is there to support them. It goes without saying that bosses/managers have to set limits or boundries on professional support vs. personal support.


Working in a sterile, 100 percent task driven environment where it's just about completing the tasks is what drives good people to look for greener pastures.


The problem is that most managers have never been adequately trained in the emotional connection side of working with team members. many times they see their role as nothing more than ensuring completion of the task. They see personal feelings, concerns, and emotional states as not having a place in the work environment. This is just plain unrealistic. As a result, many employees are disgusted, turned-off, and disappointed in the people they work for. One of the major reasons candidates leave companies is because of their boss.


The study appears flawed and does not reflect real world work environments.


Barry Deutsch

IMPACT Hiring Solutions HIRE and RETAIN Top Talent

http://www.impacthiringsolutions.com/blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-HOW-Hire-1819296/about

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