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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Harnessing the power of recognition

Harnessing the power of recognition | Retain Top Talent | Scoop.it
Creating an open and employee-friendly workplace is a priority for many organisations in today’s competitive jobs market.Companies have recognised that sa...
Barry Deutsch's insight:

Some interesting statistics on retention and engagement in this article.

 

"55% of workers say annual reviews don’t improve their performance. Employees would rather – and expect – to have a continuous level of engagement and feedback from their managers on how they are doing in their role."

 

Almost half of your employees want a different approach to feedback on their performance than the traditional sadistic approach of doing an annual performance review.

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Three Steps to a Culture of Feedback and Recognition: Part 2

Three Steps to a Culture of Feedback and Recognition: Part 2 | Retain Top Talent | Scoop.it
Truly having a feedback-rich culture can differentiate an organization when it comes to candidate attraction and employee retention.
Barry Deutsch's insight:

Would you rate your organization as being "feedback-rich?" If not, are you running the risk of losing good people, low engagement scores, a lack of productivity, and difficulty in attracting rockstars?

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Asking vs. listening: What the difference means for employee engagement

Asking vs. listening: What the difference means for employee engagement | Retain Top Talent | Scoop.it
There's a difference between asking employees for feedback and listening to them. Learn how to apply active listening tips to employee engagement surveys.
Barry Deutsch's insight:

In my webinar/workshop on Managing Remotely in a Crisis, I've been talking about the need to extend 1-to-1 coaching sessions throughout the entire managerial ranks.

 

One of the issues that surfaced with a group of CEOs the other day on one of these workshops was that they felt personally they were a poor listener and that the management team had no idea of how to listen effectively since they had never done any training.

 

This is a good reminder of the key elements of effective listening. It's very hard to coach when you don't listen.

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