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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Learning from an agile operating model | McKinsey

Learning from an agile operating model | McKinsey | Retain Top Talent | Scoop.it
Companies with agile operating models have managed the impact of the COVID-19 crisis better than their peers. Here’s what helped them cope.
Barry Deutsch's insight:

Interesting article bordering on an intellectual discussion of operating models/theory. Do you use an agile model to navigate in times of crisis or do you return (or not change/pivot) from your traditional model of decision making, innovation, ideation, change management, implementation and execution?

 

Most companies have their executive teams wrining their hands, holding their head in their hands, and wondering when the crisis will end so they can return to business as normal.

 

We're never going to return to business pre-Covid. Let's embrace that reality now. Given that we must change and pivot, what's the first step?

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How to Keep Your Remote Employees Motivate and Engaged

How to Keep Your Remote Employees Motivate and Engaged | Retain Top Talent | Scoop.it
Employee engagement is one of the best ways to motivate and inspire your employees to achieve more. Here is how you help your remote employees do more.
Barry Deutsch's insight:

Some good reminders about keeping the folks who are still working remotely both engaged and motivated. Some of these ideas I've been sharing in my zoom workshop for Vistage Groups on Managing Remotely in a Crisis: regular check-ins/1-to-1s, setting goals/outcomes, having fun and team-building.

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The easiest way to hire for potential –

The easiest way to hire for potential – | Retain Top Talent | Scoop.it
Past performance does not guarantee future success. That is a rule of thumb that most hiring managers should have when interviewing talent. Everyone wants to hire and retain top talent, but how do you determine what top talent is?
Barry Deutsch's insight:

I have to agree with the author in this article on measuring talent = the number one trait is high self-motivation. We could use lots of different words to describe what that means - including drive, initiative, proactivity, passion, focus on self-improvement, anticipatory behavior, striving to constantly get better.

 

Measuring these elements are easy. The best have an abundance of them = and can share specific examples to illustrate them. The weak ones will struggle to come up with anything of substance around self-motivation with specific examples.

 

There are many factors that go into measuring someone's ability to achieve your expectations - the issue of self-motivation is number 1.

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Four ways to promote company values and maintain culture in a distributed work environment

Four ways to promote company values and maintain culture in a distributed work environment | Retain Top Talent | Scoop.it
Here are four ways organizations can maintain company values and culture with remote employees. ...
Barry Deutsch's insight:

First point in the article - the traditional employee performance appraisal should be proclaimed as DEAD!

 

Instead we should be using a dynamic process of setting goals, effective communication and feedback (such as a regularly scheudled one-to-one at least on monthly basis), and frequent discussions around matterness - showing and demonstrating how your teammembers matter and are aligned with the purpose of the organization.

 

You'll be in shock over the increased productivity and impact if you just do these simple steps in performance management and coaching.

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How to manage poor employee performance

How to manage poor employee performance | Retain Top Talent | Scoop.it
When one member of your team begins to perform below par, this can have a knock-on effect across the whole business. So, dealing effectively with performance issues is a must. Your team is the beating heart of your company.
Barry Deutsch's insight:

Some good tips on managing performance - particularly when performance falls below your expectations. NOTE the importance of setting clear and specific goals/outcomes.

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5 innovative approaches to employee performance reviews

5 innovative approaches to employee performance reviews | Retain Top Talent | Scoop.it
Get five proven tips from Cassidy Jakovickas, CPA, on how to improve your tax firm's employee performance reviews.
Barry Deutsch's insight:

Good reminders on the basics of effective performance management. Notice number one on the list is map out expectations.

 

This is the central theme of our consulting, workshops, and executive search practice - define success. NOT defining success is the number one reason for hiring failure, ineffective performance management, and poor employee engagement (and subsequently employee productivity).

 

Most studies show that at best 50 percent of your workforce knows what their immediate boss expects of them. In entrepreneurial and small businesses, that number is more likely to be in the 80 percent range of employees, candidates, new hires not understanding what's expected of them.

 

Huge problem in most companies. How are you fixing it?

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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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Recognize and Reward

Recognize and Reward | Retain Top Talent | Scoop.it
Companies should improve their performance management process to acknowledge employee performance and contributions.
Barry Deutsch's insight:

Interesting thoughts about performance mangement linked to rewards/recognition. Here are some of my favorite quotes from the article:

 

"biggest barriers to effective performance management, a top obstacle they identified was an inability to adequately reward or incentivize performance that exceeds expectations."

 

"a recognition or award—had the strongest link to effectiveness."

 

"Top-performing organizations, were significantly more likely than all other companies to reward employees with a financial bonus or a recognition or award."

 

How closely is your non-monetary reward/recognition system linked to your performance management process?

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The Importance of 1-on-1s To Retain Top Talent with Justin Schiefner

The Importance of 1-on-1s To Retain Top Talent with Justin Schiefner | Retain Top Talent | Scoop.it
How a Director of People and Culture encourages his team to have meaningful 1-on-1s to support career development and growth and retain top talent.
Barry Deutsch's insight:

You've probably heard me say over and over that one-to-ones are the most important managerial tool you have for coaching and retaining high performers. This article shares some specifics around creating a culture of doing one-to-ones. It's especially important if you're now managing remotely.

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4 Ways Employee Engagement Can Solve Productivity Problem | HR Technologist

4 Ways Employee Engagement Can Solve Productivity Problem | HR Technologist | Retain Top Talent | Scoop.it
Across the world, employee engagement has flatlined. In many developed countries, productivity is stagnating
Barry Deutsch's insight:

A couple of key points came to me in reading this article. First, are you linking metrics of employee engagement to work results/outputs?

 

Secondly, are you trashing your annual performance appraisal process to make performance management more relevant by doing it on a structured monthly basis?

 

Two key points about improving performance management. Most companies are still stuck in a 1970ish model of sadistic annual performance evaluations and no relevance to employee engagement.

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How Working from Home Will Forever Change Office Culture

How Working from Home Will Forever Change Office Culture | Retain Top Talent | Scoop.it
Work culture expert and author Jody Thompson offers advice on managing a remote workforce....
Barry Deutsch's insight:

In this interesting article on the new normal of working from home, the author talks about a few elements of improving that process.

 

I particularly liked "if individuals and teams are clear on the results, then they can choose the most effective and efficient means to achieve measurable outcomes. Let your employees know what is needed and when so they can work efficiently and effectively."

 

As you know, this idea of defining success through the organization - whether it's the business objectives for key executives of a key executive or the KPIs for a field tech - this is something that gets amplified in a work at home environment.

 

I'm recommending as the NUMBER ONE best practice in having people work from home in my Managing Remotely in a Crisis Webinar that companies focus on defining and communicating expectations clearly and precisely (in written form), and then structure their entire management process around it for feedback, recognition, learning, and coaching.

 

If you can move the needle on defining success in the next 3 months, you'll go a long way toward improving productivity, efficiency, effectiveness, and flawless execution.

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Why performance management and engagement should be linked

Why performance management and engagement should be linked | Retain Top Talent | Scoop.it
Employee engagement and performance management have traditionally been two separate facets of HR’s role. But both need to be better aligned for organisations to get the most from their people.
Barry Deutsch's insight:

I like the idea proposed by the article on linking performance management and engagement. There is no question performance goes up as engagement goes up. Although the article cites the HBR on this subject, and makes a number of key points, it lacks specific recommendations on how to link them together.

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Employee Engagement: Moving the Bus in the RIGHT Direction

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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Fixing Performance Management: Coaching

Fixing Performance Management: Coaching | Retain Top Talent | Scoop.it
Fixing Performance Management: Coaching - Mighty You founder, Gene Pease, shares his key insights into coaching and leadership....
Barry Deutsch's insight:

Some good reminders and insight into the role of the manager/leaders as coach. How to not fall victim to having problems (the monkeys) transferred onto your back. Plus, he quotes one of my favorite - Zig Ziglar.

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How to manage poor employee performance

How to manage poor employee performance | Retain Top Talent | Scoop.it
When one member of your team begins to perform below par, this can have a knock-on effect across the whole business. So, dealing effectively with performance issues is a must. Your team is the beating heart of your company.
Barry Deutsch's insight:

The key to performance mangement - not just poor employee performance - is:

 

"if employees are going to perform well, it’s vital that you have agreed goals and targets for each role in the team."

 

This idea of defining outcomes, deliverables, goals, objectives, metrics, and KPIs is the most important factor in hiring, performance management, and employee engagement.

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Performance Management Goals for Remote Employee Success

Performance Management Goals for Remote Employee Success | Retain Top Talent | Scoop.it
Some helpful tips for HR professionals to establish performance goals for remote employee success in the "new normal" work from home.
Barry Deutsch's insight:

Most of the goal setting done in entrepreneurial businesses is at best weak and superficial. This article serves as a good reminder around the steps of setting goals for people. We can our process SOAR which is a variation on the older model of SMART outcomes.

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15 Remote Employee Engagement Strategies

15 Remote Employee Engagement Strategies | Retain Top Talent | Scoop.it
These 15 strategies, from encouraging feedback to promoting hard workers, will engage each remote employee in your company.
Barry Deutsch's insight:

Very scary statistic: almost 1/3 of employees leave their job within 6 months due to weak employee engagement - number one is a lack of clear specific outcomes/goals. Are you forcing good employees to leave by not defining success for their jobs, and not implementing initatives in areas like recognition?

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How to Foster a Culture of Accountability in the Workplace

How to Foster a Culture of Accountability in the Workplace | Retain Top Talent | Scoop.it
Accountability is crucial for employees to succeed. If you want a thriving workplace, learn how to foster a culture of accountability among your team members and yourself....
Barry Deutsch's insight:

Good reminders of accountability and performance management. One of the key points is about having regular feedback sessions, a point I've been stressing on doing 1-to-1s in my Managing Remotely in a Crisis Workshop.

 

Are all your managers conducting regular 1-to-1s with their direct reports on a weekly basis. See my LinkedIn articles on the rationale of conducting 1-to-1s and an efficient model to do them in a 20-30 minute timeframe every week.

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Why companies shouldn't digitally monitor remote workers

Why companies shouldn't digitally monitor remote workers | Retain Top Talent | Scoop.it
Virtually looking over employees’ shoulders isn’t just bad for privacy. Research shows it could also be bad for business....
Barry Deutsch's insight:

I keep seeing articles showing a trend for companies to be monitoring how much and where employees are spending their time - NSA type monitoring.

 

Something doesn't seem right about these attempts? I've always been a big proponent of not measuring screen time, but rather setting mutually agreeable outcomes, deliverables, metrics, and KPIs.

 

The problem is when managers don't want to invest the time to define success, then we are left with the fallback position of measuring hours and screen time.

 

What's going on in your organization?

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Reducing 'effort' in performance management backfires

Reducing 'effort' in performance management backfires | Retain Top Talent | Scoop.it
Many organisations are keen to reduce the effort that managers and employees put into performance management, but research suggests this doesn't make systems more effective.
Barry Deutsch's insight:

The article suggests research indicates that decreasing the time and effort spent in performance management has negative effects. Duh! It goes on to suggest ways to improve the traditional performance management process of annual reviews.

 

My recommendation is blow up your traditional performance management annual appraisal process. At best, it's a sadistic process that everyone hates and most feel is useless.

 

Instead, we should all be moving to a monthly, dynamic, coaching conversation of on-going performance management.

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Amid COVID chaos, execs say employee engagement is up—but productivity is slipping

Amid COVID chaos, execs say employee engagement is up—but productivity is slipping | Retain Top Talent | Scoop.it
More than half of comms execs said employee engagement and collaboration have increased at their companies since the start of COVID-19. However, 40 percent of leaders said productivity declined while just 25 percent said it increased.
Barry Deutsch's insight:

Although this article is pointed at the PR sector, it could be extended to any business. Productivity is down. How do we still get stuff done? What are the right tools, tactics, and methodologies to ensure you can still hit your business goals, outcomes, deliverables, expectations, and KPIs?

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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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How to Make Self-Evaluations Part of Your Performance Review Process

How to Make Self-Evaluations Part of Your Performance Review Process | Retain Top Talent | Scoop.it
Self-evaluations give employees a voice in their performance review. Learn the advantages they bring to your appraisals and how you can make employee self-reviews part of your organization's performance management process.
Barry Deutsch's insight:

Self-Evaluations by employees of their performance should be one of the pillars of your performance management process. Here are some ideas from a recent article on how to build self-evaluations into the process. Even if this is already part of your process, it might serve as a great review/assessment.

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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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Continuous Performance Management begins to gain ground

Continuous Performance Management begins to gain ground | Retain Top Talent | Scoop.it
Continuous Performance Management software is inching into companies as the annual appraisal continues to show its age and lack of business value.
Barry Deutsch's insight:

I've been recommending this idea for over a decade now. Let's kill the traditional sadistic exercise of annual performance reviews and move to Continuous Peformance Management of monthly one-to-ones and regular feedback. Not only will see performance soar, but you'll also see motivation and employee engagement explode.

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