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Scoop.it!
I was in Berlin last week, chairing day one of a HR conference on employee engagement. The quality of presentations were truly exceptional, with a wide variety of insights as HR peers shared … 
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People are often a company’s greatest asset. This is especially true for small businesses that count on employees to pull their own weight
Barry Deutsch's insight:
One of the key points the author mentioned in this blog article deserves special praise: "You also want to reward your employees. Recognition of good performance is essential to a healthy workplace; without it, your business could face retention issues. “Employee turnover can be costly; avoid this issue by providing a unique system of rewards for your best employees,” Huhman says. Rewards don’t always have to be expensive. It can be simple recognition: a thank-you note, an email, a public acknowledgment, a day off, or a gift certificate to a restaurant, etc."
Study after study has proven the importance of implementing these programs to improve employee satisfaction. Now that the job market is coming back (more opportunities for your subordinates to seek greener pastures), and employee satisfaction is hovering near depression era historical low points, turnover is about to explode in most companies. Now more than ever, you should be RACING to implement these programs. 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?
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"If you asked all your friends, your family and - I regret to say - your co-workers to talk about their jobs, I think you'd conclude that there is no shortage of bad bosses in this world."
Barry Deutsch's insight:
One of my major soapbox issues that affects retention of top talent is bad managers. The issue is not as much that these managers are toxic or dysfunctional (although we've all worked for those types before), it's more along the lines of poor training and development. Most newly minted managers and supervisors are ill-equipped to be effective at transitioning from individual contributor role doing technical work to supervising others doing the work. The company did nothing to groom, educate, prepare, test, challenge, simulate what it would be like to be a manager. It's a catch-22. If the only managers who are effective are those that have proven the ability to do it in other companies, how do new managers get a chance to prove themselves. We will not solve this dilemma until you decide to start investing heavily to prepare the next generation of supervisors/managers to take on the responsibility of management. Just because you are outstanding at doing the technical work, doesn't mean you're ready or prepared to manage others. The traditional process of promoting people into management roles without training because they were good at doing the individual work is a GIANT FAIL. 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 hiring and retaining 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
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Many managers see annual performance reviews as nothing more than an empty, bureaucratic exercise forced on them by HR.
Barry Deutsch's insight:
Is it time to give up on performance appraisals? In most companies this is a worthless activity driven mostly by compliance related issues vs. coaching and performance management. In most organizations, executives and managers dread the exercise, procrastinating as long as possible. Employees view appraisals as nothing short of sadistic and humiliating. When are we going to stop this madness? The author offers some ideas for improving performance appraisals. My recommendation: Kill the traditional performance appraisal - ADOPT on-going monthly performance management, one-to-ones, and good definitions of successful job performance. 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 hiring and retaining top talent?
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"Employee engagement takes place where workers are usually motivated, excited as well as totally involved."
Barry Deutsch's insight:
A simple post with a list of the elements it takes to engage your workforce. After 30 years in executive search, I am still amazed how many companies don't implement more than one or two of these elements. What are you going to put in place to prevent your best talent from leaving? 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 hiring and retaining 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
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By Elizabeth Borton Last week, Paul Hebert spoke at the Greater Cincinnati HR Association meeting. I first met Paul at HRevolution and then was captivated by his presentation at the Ohio SHRM in 20... So few managers and HR professionals seem to grasp the need to implement specific programs to engage, motivate, and encourage passion among their workforce. Most are so stuck in the 1970s model of authoritarian rule, that it's hard to shift to the new normal of needing to engage your workforce. The problem is that if most managers and HR professionals don't get it soon, we'll start to see the typical turnover levels increase among the best talent due to an improving job market and declining level of employee satisfaction. Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog Via Paul Hebert
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"Recently, I dropped in on an innovative workspace for one of my software technology clients– it's a very cool office space. An open-plan, communal space with worktables in rows, very low partitions between areas, and no private offices."
....
"Here are my top 5 questions which help construct the WHYS of employee engagement for leaders.
1) Why am I here? 2) Why should I trust you leadership? 3) Why should I be loyal to your company? 4) Why don’t you communicate your company values? 5) Why aren’t you clear about the rewards of working in this company?"
Read the rest of this article by Meghan Biro. Important questions leaders should consider.... Via David Hain
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Master these elements to cultivate a happier workplace and greater productivity. What do you do to foster a positive culture that encourages employee motivation,satisfaction, engagement, and passion? Do you actually have initiatives, programs, tactics, metrics, and tools to accomplish this "culture improvement", OR is it one of hope based on employees showing up for work everyday. Barry Deutsch IMPACT Hiring Solutions
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Above the LawIs a Day of Reckoning on the Horizon for Workplace Bullies? Do you allow and tolerate workplace bullies? Are you a bully? Does it make you nervous that you might be on the wrong side of a multi-million dollar lawsuit over this issue? What kind of programs or training do you put in place to prevent workplace bullying? You see a lot of these programs in place in elementary, middle school, and high school settings, but do we really need to treat our employees like children? What does it say for your culture when you tolerate bullying? Barry Deutsch IMPACT Hiring Solutions
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If there's one topic that continues to persist in the minds and radars of most leaders today, it's the issue of employee engagement. Why do some many leaders, executive, CEOs, and HR professionals struggle with creating executable programs around engagement? Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog Via AlGonzalezinfo, David Hain
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Many employers believe it's unnecessary to reward employees for a job they are getting paid to do, but what employers need to understand is that materialistic reward systems are not at all the same as recognizing employees ... This is exactly what I talk about in my speaker program on Employee Motivation and Engagement. You must praise people when the do an exceptional job - when they knock the ball out of the ballpark. Yet, praise - recognition for doing an exception job above and beyond the call of duty - is frequently not mentioned, paraded in front of peers, or given an appropriate round of applause. And that's a complete turn-off to your best performers. They'll start leaving over time when required praise is not given. Barry Deutsch
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How do I get a truck driver to engage with the business and think about their work differently?”
Two mental mistakes.
Help people see a new perspective. Via Jean-Philippe D'HALLUIN
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Your top employee has resigned. What do you do?
Barry Deutsch's insight:
Illiana Snow raises a very good point in her article about managers taking it personal when employees resign. The bad news is that they should take it personally. Right behind leaving for a lack of substantive job content - the number 2 reason employees leave is their boss. Unfortunately, most bosses suck at the process of being a boss. No one gave them training, guided them, showed them best practices, and encouraged a continual development of being a better boss. Most bosses are just going through each day with a style that they've been using since 1968. Maybe it worked in one environment, but not this one. Their like a horse with blinders on. They have no clue whether what they are doing is effective - it's just "who they are". In my executive search practice, I will ask managers and executives how they get better at the process of managing their team - the answers border on being downright comical to non-existent. They're stunned: "wait a minute, you mean I'm supposed to work on being a better boss?" Is it any wonder why so many candidates leave companies because of their boss? Go ahead and take it personally the next time your star leaves - perhaps it will serve as a wake-up call! 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?
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
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Exit interviews can provide useful information for management--if only HR asked the right questions, experts say.
Barry Deutsch's insight:
Employees primarily leave jobs for a lack of opportunity (lack of learning, impact, and becoming something better - we call this the LIB Curve). We could also put this into the context of what Maslow wrote about over 50 years ago. Being engaged, learning, growing, having impact has not changed in over 50 years. Yet, must companies stink of providing opportunities for learning, impactful work, and helping their employees become something better (realize their career dreams). Secondly, after opportunity, employees leave because of their boss. When employees lose confidence and trust in their immediate supervisor - one foot immediately goes out the door. I've worked with thousands of companies over the last 25 years and I've got to admit that I am very disappointment in the basic management capability of the vast majority of companies. Finally, employees leave because of the culture of your company - not a learning based organization, no fun, dysfunctional co-workers that are tolerated. Given these 3 elements, which most companies do a very poor job of working on and developing good systems and processes - is it any wonder over 50% of all employees in your workforce in any given month are trying to see if the grass is greener somewhere else? 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 hiring and retaining 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
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"If you were planning to quit your job, what would it take to persuade you to stay? CareerBuilder asked almost 4,000 employees that very questions."
Barry Deutsch's insight:
I don't buy the survey results. I think the numbers are much higher. Recent studies indicate that job dissatisfaction is so high - it could be the opposite of what Careerbuilder found - instead of 1 in 4 being dissatisfied - perhaps it's 3 out of 4. Take the number considering leaving their employer - our research indicates that 50% of your workforce in any given month is open to leaving for "greener pastures." They are looking on-line on job boards, social media sites, and talking with friends. And in a counter-intuitive perspective from Careerbuilder's reason of wanting more money, the real issues were described later in the article and have been documented in hundreds of studies over the past few years: “Employees want to feel valued,” Haefner says. “They want to be compensated well; they want to be challenged; they want to contribute to something meaningful; and they want to have a good work-life balance.” What are you doing to make your employees feel valued? 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 hiring and retaining 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
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A new survey shows that employees who aren't into their jobs cite their relationship with their boss as the biggest problem.
Barry Deutsch's insight:
For years I've been talking about how one of the most important elements of employee satisfaction is highly correlated to the "relationship (read: trust) an employee has with their boss. It's nice to see my anecdotal experience of working with thousands of Vistage and TEC companies statistically validated. The problem I see is that most entrepreneurial companies and small businesses put managers in charge that DO NOT understand how to manage, coach, guide their teams. The managers are good people - the training is inadequate OR non-existent. 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 hiring and retaining 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
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John Wade: pragmatic support for law firm leaders's curator insight,
January 18, 2013 1:41 PM
A great article exploring why staff just don't buy into some managers. Especially important when undergoing change. If the staff don't get the managers, change is so much harder and so much more likely to fail. Businesses looking to change need to get their culture right, and their managers on board; if they want their staff to help rather than hinder change.
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With optimism returning to the US job market, the disconnect between workers and employers on effective means of employee engagement highlighted in a recent Randstad study is drawing employee retention concerns. Another study talking about the increasing job market opportunities for top talent and the decreasing level of employee engagement. Are you prepared for a huge spike in turnover of your best talent. One of the best ways to "recruiter-proof" your company is to implement a retention program that includes elements of non-monetary rewards and recognition, feedback, learning and development opportunities. Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent Do you have a FREE Copy of our best selling e-book on how to hiring and retaining top talent? Via Paul Hebert
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What are the “Why” questions you are regularly asked or do you ask yourself? Via Jean-Philippe D'HALLUIN
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Guaranteed methods to boost attrition and sap employees' motivation. I'm not sure why so many companies insist on killing employee motivation, satisaction, engagement, job enjoyment, and passion. In fact, it's not just the absence of retention/engagement programs as the author mentions in this article, it's the specific things you do that turn people off and make them want to seek opportunities at your competitors. Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog Via David Hain
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"While many firms are investing in a strong social media output, or indeed focusing their entire marketing strategy through digital and social platforms, a communications disconnect can be found at the centre of many large organisations." Via Ali Godding
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If you want to improve employee engagement, you must take the first step. (RT @stopthevanilla: RT @stopthevanilla: Employee Engagement - Are Your Employees Emotionally Starving To Death? Most companies suck at providing specific programs to create a culture for employee engagement. No wonder less than 25% of all employees are dissatisfied with their job. Is any wonder that over 50% of your workforce in any given month goes onto job boards to see if the grass is greener somewhere else. Barry Deutsch IMPACT Hiring Solutions http://www.impacthiringsolutions.com/blog Via David Hain
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The Daily Mail reported on new evidence in The Lancet that being bossed around at work could raise the risk of employees having a heart attack by a quarter. Have you ever been bullied by a boss? Ever feel like you're back in High School being screamed at by your coach. You're too old for this crap! Why do you put up with it? How can CEOs and executives tolerate this behavior? What does it say for your culture and values of the way you treat people? Barry Deutsch IMPACT Hiring Solutions Via AlGonzalezinfo, Amy Ragsdale
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Seven Ways to Motivate Top Talent in De-Motivating Times. September 16, 2012. Seven Ways to Motivate Top Talent in De-Motivating Times Chief Executive Magazine by Brad Remillard. So how do you motivate your top talent to achieve the ... Via David Hain
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In my experience of talking with more than 25000 CEOs and Senior Executives over the last 10 years through our workshops, seminars, and presentations on hiring and retention - most companies in the sub-$100 million level don't get retention.
I'd have to say it's probably less than 1% of all companies in this category. A few do it very well and most stink at it. Why is there such a poor adoption of employee recognition and engagement programs?
1. Even though the research overwhelmingly supports things like employee recognition, most CEOs put it at the bottom of their list of HR/Culture initiatives.
2. There is an arrogance coming off this last job market recession that our employees should feel lucky to have a job with us - why worry about things like recognizing them.
3. Most CEOs and Senior Executives are very task oriented and focusing on the people oriented side of their business - things like having empathy for their employees regarding their need for recogition is foreign to them.
4. Managers and Executives are not compensated or measured on their ability to drive employee satisfaction, retention, or engagement. If I don't get compensated on it, I'm not going to spend time on it.
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