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Scoop.it!
Getting new hires off on the right foot can make all the difference. 
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Scoop.it!
We've rounded up tips and tactics for building employee retention and fostering a happy workplace that makes people want to stick with you.
Barry Deutsch's insight:
Great article on Mashable about keeping employees happy. How many studies have you read over the last 4-5 years that talks about the importance of feedback - yet nothing has really changed.
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"Just yesterday, a CEO in one of my workshops on retaining people, “You’re the Person I WANT to KEEP”, asked me what to do about a manager in his company that refused to train and develop his team because he felt he was training people for other companies - does this sound dysfunctional to you?"
Barry Deutsch's insight:
Training and personal development are two of the most effective levers you control to improve employee happiness, engagement, and satisfaction. Studies show that companies who invest in training and development attract, retain, and have above average results. Why are you not investing more in training?
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"How many of your employees in any given month are going on-line to a job board (Monster, Craig’s List, CareerBuilder, Indeed, or LinkedIn), and looking at job openings. Most CEOs and Senior Executives have told us that this number fluctuates between 40-60% - for IT and Engineering roles it can be hovering near mercenary levels."
Barry Deutsch's insight:
Do you have a strong retention program in place to prevent your best talent from thinking about whether the grass is greener somewhere else. Just like having a strong hiring program - you also need to have a strong retention program. Most companies have zero to bits/pieces of a retention program. Are you willing to see your best talent head for the door as the job market continues to heat up?
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After almost a decade of coaching high school girls’ basketball, I’ve discovered a few lessons that enable groups of diverse individuals to become a
Barry Deutsch's insight:
I've been coaching HS Girls Basketball for 10 years - and before that another decade around coaching club basketball. Many of my greatest lessons about employee engagement, teamwork, happiness, satisfaction, and discretionary effort (proactivity and initiatve) come from coaching at the HS level. Many of the girls who have played for me don't realize these lessons until long after they've left high school.
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Employee engagement can and should simply be measured by asking employees one question.
Barry Deutsch's insight:
Should measuring employee engagement boil down to just one question. Not sure I agree with this article on INC - seems too simplistic of a recommendation/solution to a very complex and difficult issue. What are your thoughts? Would you use just one question?
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Over the past 25 plus years, my partner, Brad Remillard, and I have researched why hiring mistakes and errors occur. Between us we’ve conducted over
Barry Deutsch's insight:
How many times do you find yourself and your fellow executives making the same hiring mistakes over and over again? Is this not the best example of insanity by something again and again - hoping that it will finally work? Fix your hiring mistakes and errors now - boost your hiring success well above the standard of a 50/50 batting average.
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Employees across the world have the same core needs —including recognition, feedback, personal growth, and work-life balance— to succeed at work.
Barry Deutsch's insight:
This Office Vibe study is gaining a lot of attention. It's one of the largest studies conducted in recent years and mirrors a lot of the research from the Gallup organization on employee happiness, satisfaction, and engagement. Note the statistic that only slightly over 50% of employees would recommend their company to friends. If your Net Promoter Score was that low, you would fire your Marketing-Customer Success-Sales Executive. How can you allow such a low level of satisfaction to exist in your organization?
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From
www
Insights from Google's new study could forever change how teams are assembled.
Barry Deutsch's insight:
Interesting practical research by Google on team research that extends into why people enjoy working in a company or with a particular team. This article focuses on teams - but could actually be an article about retention. Notice the points about work being meaningful to each person, and that it matters to others. This goes all the way back to Maslow's Hierarchy of Needs and basic motivation.
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From
medium
Employee engagement isn’t something that’s nice to have. It’s necessary for a productive, fulfilled, and loyal workforce. Fortunately, there are five ways to improve engagement within your company.
Barry Deutsch's insight:
We all know that it's important to focus on employee engagement. This article talks about some easy tactics to implement to boost employee engagement. One of the things I zeroed in on with this article was the need to set goals. As you know this is my mantra of the number one reason hiring and retention fails is through a lack of goal setting. I find the statistic interesting that goal setting can improve impact/productivity by 12-15%. I actually think that statistic is dramatically understated for the true impact of flawless execution through effective goals setting.
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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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From
www
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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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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"We’re in a full-fledged candidate’s job market. The frightening news for employers is that we’re nowhere near the peak."
Barry Deutsch's insight:
Just like a hiring process, you should also have a retention process. Praying that employees love their job and your company because they show up for work every day could lead to your best talent exiting over the next few years. You need to be intentional about working on culture, feedback, engagement, mediocrity, non-monetary rewards and recognition to mention a few key areas. When should be the best time to create a retention process or system?
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Happy employees = happy customers. It seems obvious, so why do so many companies overlook the employee experience when they set out to improve the customer experience? For one, companies often strugg…
Barry Deutsch's insight:
The author writes from the perspective of improving the customer experience - but talks about how the employee experience has to come first. Interesting trend developing in recent surveys - particularly among the younger generations - is that they want a more flexible work schedule and opportunity to work from home. What does this say about supervision, performance management, and work productivity - particularly for companies that are not prepared to manage flex time and remote working?
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"A strong culture that aligns with a specific vision and strategy is a winning combination."
Barry Deutsch's insight:
Think about the most successful organizations - for-profit, non-profit, educational, start-ups, large companies - my experience in 30 years - like the author of this article - is that the most successful organizations focus around culture. Are you spending time defining it, managing it, and communicating about it?
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The fixation on “culture fit” might be steering us wrong on both sides of the hiring table.
Barry Deutsch's insight:
Opposing view of the argument to work on your culture. The author suggests that perhaps all the work on "culture" is over-rated and harmful. Do you hold this same view? Do you think the obsession with creating a better culture has negative effects?
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Employee engagement and job satisfaction are not as similar as you think. Learn the difference to effectively recruit and retain developers
Barry Deutsch's insight:
Interesting article separating the idea of employee happiness and employee engagement. Which one yields the greatest additional discretionary effort? Although the article is focused around hiring developers - it could apply to any position.
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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
Barry Deutsch's insight:
One of the worst elements of the hiring process is the traditional and tribal reliance on job descriptions. They are worthless useless as a predictor and management tool for performance - as they are typically used in most organizations. There must be a better way!
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It's great to have everyone pulling in the same direction, but what if it's the wrong direction?
Barry Deutsch's insight:
I had the opportunity to present our Vistage workshop "You're NOT the Person I Hired" today to a group of CEOs in the LA area. We did a role play around defining success for the team on product development. As we got deeper into the role-play it was obvious not everyone was on the same page for the results needed by the company. This article I just read makes that same point using different words - the need to align everyone on the team on what are the outcomes - this is probably the greatest failure in execution by most companies. How good a job does your company do in aligning expectations around business goals?
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Barry Deutsch's insight:
I loved this article on the impact of rudeness in working together - whether it be non-profit teams, executive management groups, or on projects. Rudeness, incivility is one of the killers of motivation and high performing teams. In my own work as a non-profit Board President, I get to improve the civility of how people interact, and continually reinforce group norms around civility. One of the books I am reading right now is titled "Choosing Civility". What do you tolerate with your team?
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When employees don't perform, it's often the fault of management, not the employee. Effective feedback improves performance, builds confidence and self-esteem
Barry Deutsch's insight:
I find the vast majority of managers and leaders are disgusted by their performance management process. What's the worst part - zero training on how to give effective feedback. We just assume because someone has a manager or executive title, they should be great at giving feedback. Nothing could be further from the truth. How much are you investing to teach your executives and managers to give outstanding feedback?
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This infographic reports that 50 percent of employees who have a best friend at work say they feel a strong connection to their company.
Barry Deutsch's insight:
Great infographic on the importance of friendships at work. My perception is that most leaders and managers do not give this subject much thought - however, Gallup has shown through their surveys and in the book "First Break All The Rules" that it's one of the most important elements of employee satisfaction. What are you doing to foster work friendships and relationships?
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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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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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Sometimes we forget about the importance of the on-boarding process as an effective retention tool. How do we wrap our arms around our new hire, making them feel coming aboard was one of the decisions of their life. Why do we sometimes cast them aside making them feel isolated and lonely?