Retain Top Talent
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Are You Scared About NOT Having A Retention Strategy?

Are You Scared About NOT Having A Retention Strategy? | Retain Top Talent | Scoop.it

"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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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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How Manufacturing Companies Can Be Strategic in Their Use of Engagement Initiatives

How Manufacturing Companies Can Be Strategic in Their Use of Engagement Initiatives | Retain Top Talent | Scoop.it
There are five types of psychological benefits that, when nurtured at the organization level, drive employee engagement and retention.
Barry Deutsch's insight:

Interesting perspective on employee engagement in a manufacturing environment. Gallup shows this group to be a little tougher to engage.

 

Although the article stays at a superficial level with recommending specific tactics, it does raise some good challenges to think about if you're in a manufacturing company.

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Two Words to Guide Your Employee Onboarding Program

Two Words to Guide Your Employee Onboarding Program | Retain Top Talent | Scoop.it
Starting a new job is a powerful moment in an individuals life, most onboarding programs are nothing more than orientation days and stop quickly after that.
Barry Deutsch's insight:

Most companies on-boarding consists of filling out paperwork in HR. Here's an interesting take on getting employees off on the right foot and staying passionate. A Great on-boarding program is the start of ensuring high employee engagement.

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Why Is Employee Engagement Important? (Yes, It Still Is)

Why Is Employee Engagement Important? (Yes, It Still Is) | Retain Top Talent | Scoop.it
Organizations that practice engagement but don’t see results ask: Why is employee engagement important? Is it just hype? Read on for proof that's just not the case.
Barry Deutsch's insight:

The evidence of employee engagement is overwhelming when looking at metrics of improved customer satisfaction, net promoter scores, lower turnover, and fewer employees trying to see if the grass is greener somewhere else.

 

What's holding you back from implementing best practics in employee engagement - such as better definitions of success in jobs, non-monetary reward/recognition programs, and better performance management feedback?

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What we can learn from Tina Fey’s workplace comedies | Culture | The Guardian

What we can learn from Tina Fey’s workplace comedies | Culture | The Guardian | Retain Top Talent | Scoop.it
From Mean Girls to 30 Rock, Fey’s comedy dissects the everyday stresses of working life...
Barry Deutsch's insight:

Yes I know - the article is little edgy. I like edgy. I like shaking things up. I am not a status quo person. As you may know - I don't play nice with tribal approaches to hiring and retention.

 

What's the old saying - life imitates art or vice versa?

 

I am always looking to see how work life gets portrayed in comedy programs and stand-up. I really like Tina Fey's take on the whole work-life environment.

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5 Ways to Make Your Employees Feel Valued

5 Ways to Make Your Employees Feel Valued | Retain Top Talent | Scoop.it
As a manager, it's important to make your employees feel valued.Career advice for women, Best careers for women, Career tips for women...
Barry Deutsch's insight:

Just a few simple elements can dramatically affect your culture and employee engagement. A big one that most companies are terrible at is showing gratitude. You could pat people on the back, write emails, put them on a pedestal when they do something spectacular, and basically treat them with respect. 

 

Why do most managers struggle with showing gratitude toward their team members, and continue to be abusive, obnoxious, indifferent, mean, and dripping with sarcasm?

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Why It Pays to Invest in Employee Engagement

Why It Pays to Invest in Employee Engagement | Retain Top Talent | Scoop.it
Here’s why CFOs should add eNPS to their existing repertoire of top business metrics.
Barry Deutsch's insight:

If these metrics and statistics don't set every hair on the back of your neck standing - they should! Is there any doubt about the link between employee engagement and customer satisfaction?

 

Why then do we continue to ignore putting written, specific, action plans together to raise employee engagement? Is it too squishy of a concept, do we not know what to do, or do we still doubt the correlation?

 

Are you using eNPS to validate your employee engagement level?

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What Are The Main Drivers Of Job Satisfaction In The U.S.?

What Are The Main Drivers Of Job Satisfaction In The U.S.? | Retain Top Talent | Scoop.it

Insightlink employee satisfaction data from more than 30,000 workers across many industries."

Barry Deutsch's insight:

This survey from AKA is not dramatically different form the work Gallup has done - there are some variations - but it's in line with the most common drivers of engagement and satisfaction. A large number of these items are around boss-subordinate communications.

 

As I mentioned in another article recently, most managers and executives are terrible - perhaps horrific - at communication with their teams. What's the good news - is a teachable skill? The bad news is that barely anyone is scratching the surface in helping managers and executives be better communicators with their teams.

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New Study Shows Surprising Links Between Salary, Stress And Employee Engagement

New Study Shows Surprising Links Between Salary, Stress And Employee Engagement | Retain Top Talent | Scoop.it
Do soft skills matter more than salary, stress level, or company culture? New survey results point to surprising answers.
Barry Deutsch's insight:

Chris makes a very good point here about the importance of listening and the correlation to engagement or disengagement - whether it be in team meetings, problem-solving sessions, or giving feedback.

 

My personal experience is that most managers/executives DO NOT know how to listen to employees. It's a learned skill. Many CEOs assume that their management team members must have decent listening skills since they carry a management title. NOTHING could be further from the truth.

 

If this is an important criterion for engagement, and it's a learned skill - why are we NOT training managers to be outstanding at listening?

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Low marks for performance reviews

Low marks for performance reviews | Retain Top Talent | Scoop.it
Annual assessments can be wildly inaccurate — not to mention soul-crushing. Here’s why the ritual, dreaded by managers and the managed alike, falls short, and what might work better.
Barry Deutsch's insight:

Are you still stuck in a 1970s model of performance reviews? Most studies show these are worthless exercises to motivate, engage, and boost outstanding performance. If that's the case, why are you still conducting annual performance reviews?

 

This is a good article reviewing some of the research, problems, and issues of annual performance reviews, and the challenges of moving to a different model, such as regular monthly coaching one-to-ones between managers and subordinates.

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5 Essentials for Developing People

5 Essentials for Developing People | Retain Top Talent | Scoop.it
Why would I invest in developing people? What if I invest in developing my people and then they leave? What if you don’t invest in them and then they stay?

Via The People Development Network, Roger Francis
Barry Deutsch's insight:

It's bordering on comical when CEOs and executives say "why should I invest in training when I'm just preparing them for a job in another company".

 

Is this your philosophy about training and development? Or is your organization up on a pedestal for your investments in training and developing people? Have you done any formal survey work to discover why people join your organization or leave? How much is related to developing, training, coaching, and helping people realize their dreams?

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Barry Deutsch's curator insight, April 20, 8:31 PM

I hear this constant debate about managers and leaders. My perspective is that every job at a management level - department head, team leader, director, vice president - has elements of both.

 

However, where most fail is not around have a strategic vision, and it's not around the inability to technically grasp their job. It's on the people management side of effectively hiring and retaining an outstanding group of people who become a high performing team.

 

Is that management or leadership?

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5 Essentials for Developing People

5 Essentials for Developing People | Retain Top Talent | Scoop.it
Why would I invest in developing people? What if I invest in developing my people and then they leave? What if you don’t invest in them and then they stay?

Via The People Development Network, Roger Francis
Barry Deutsch's insight:

I hear this constant debate about managers and leaders. My perspective is that every job at a management level - department head, team leader, director, vice president - has elements of both.

 

However, where most fail is not around have a strategic vision, and it's not around the inability to technically grasp their job. It's on the people management side of effectively hiring and retaining an outstanding group of people who become a high performing team.

 

Is that management or leadership?

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Barry Deutsch's curator insight, April 20, 8:35 PM

It's bordering on comical when CEOs and executives say "why should I invest in training when I'm just preparing them for a job in another company".

 

Is this your philosophy about training and development? Or is your organization up on a pedestal for your investments in training and developing people? Have you done any formal survey work to discover why people join your organization or leave? How much is related to developing, training, coaching, and helping people realize their dreams?

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Top Six Tips For Instilling Pride in High Performing Teams

Top Six Tips For Instilling Pride in High Performing Teams | Retain Top Talent | Scoop.it
Our observation is that instilling pride in teams largely depends on the quality of attention to key aspects of this collaborative process.

Via The People Development Network
Barry Deutsch's insight:

I came across this article right after I published my LinkedIn Pulse article on Selfless behavior in teams as one of the core interview elements. Here is an article that helps reinforce that idea. If these concepts work with the best performing sports teams, the Seals, and other exceptional teams - why can't they work in a corporate setting?

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When Employees Feel Grateful, They’re Less Likely to Be Dishonest

When Employees Feel Grateful, They’re Less Likely to Be Dishonest | Retain Top Talent | Scoop.it
According to new research.
Barry Deutsch's insight:

This is interesting research out of HBS linking gratitude and dishonesty. So many of my clients ask how to measure honesty in the interview. Perhaps, instead of focusing on honesty, we should focus on what people want to feel gratitude and appreciated.

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15 Original Employee Recognition Ideas

15 Original Employee Recognition Ideas | Retain Top Talent | Scoop.it

Think learning, pats on the back, and saying thank you.

Barry Deutsch's insight:

One of the key elements to employee engagement is recognition and appreciation. How many different ways does your company help build employee engagement? The article has 15 different ideas - which ones are doing and do you have a team looking in to the other suggestions?

 

In the next few years, it's going to be tough to keep your best peope from being poached unless you're doing most of these!

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Report: Culture drives employee loyalty, satisfaction and retention

Report: Culture drives employee loyalty, satisfaction and retention | Retain Top Talent | Scoop.it
Nearly 60% of respondents say they’d jump ship to join a competing company with a workplace driven by trust, respect, fairness and integrity.All hail the...
Barry Deutsch's insight:

Another survey showing the importance of company culture. I'm not sure I would agree with the point about culture being the most important issue = but the percentages around employee satisfaction and engagement are pretty consistent with all the other surveys on this topic.

 

What's the risk of not taking action to improve your culture?

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What Does Employee Turnover Cost You?

What Does Employee Turnover Cost You? | Retain Top Talent | Scoop.it

The True Cost of Turnover
Many organizations either do not try to calculate the cost of employee turnover or, if they do, they find that it is not a simple calculation, especially since these costs don't appear as a line item in their financial statements.


Via Insightlink Communications
Barry Deutsch's insight:

Have you ever done a cost analysis of the employee turnover - both employees who leave because they are disengaged and dissatisfied and the ones you fire because you made a hiring mistake?

 

Investing in improving your hiring and retention processes can have a dramatic cost implication - lost revenue, dissatisfied customers, non-renewal of agreements, new business that goes to your competitors, rework, poor quality, and lower than average productivity.

 

I'll bet once you put a dollar figure on the cost of turnover, you'll find it very easy to justify the time and investment to improve how you hire and retain people.

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How to Write Powerful Headlines for Your Online Content [Infographic]

How to Write Powerful Headlines for Your Online Content [Infographic] | Retain Top Talent | Scoop.it
David Ogilvy famously wrote, “On the average, five times as many people read the headlines as read the body copy.” He wrote that in 1983 and was referring to print advertising. Ogilvy loosely attributed the statement to various research entities, tests and his own observation. I’m not saying he was wrong, but I continu

Via massimo facchinetti, Stefano Principato
Barry Deutsch's insight:

This idea about the power of headlines applies just as well to job advertising and networking messages. Why are still stuck on using the job title for a headline?

 

Of course, the job title is what it will be called on a regular basis once the person is hired. However, that's not what will catch the eye, interest, or passion of potential applicants.

 

Let's take a page from David Ogilvy and write headlines that attract candidates.

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Andrea Schmölzer's curator insight, May 14, 6:31 AM
I recommend this ABC, providing a bunch of useful tools for irresistible headlines.
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3 Ways performance management can engage employees

3 Ways performance management can engage employees | Retain Top Talent | Scoop.it
It is clear that by redefining the performance management system, managers can transform disengaged employees into highly engaged team members.
Barry Deutsch's insight:

There is a strong link between performance management and employee engagement - particularly around the idea of defining clear expectations.

 

Why do so many companies ignore this fundamental element of both performance management and employee engagement? Is it too hard? Do they not know where to start? Do they not care?

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5 Steps To Leading Teams to Peak Performance - People Development

5 Steps To Leading Teams to Peak Performance - People Development | Retain Top Talent | Scoop.it
Leading teams that achieve peak performance have a common purpose, vision and goals so people can derive meaning, motivation and fulfilment
Barry Deutsch's insight:

I liked the focus in this article around how to drive peak performance in teams. Clarity and Purpose are two of the most important that I've seen.

 

I do a lot of work with non-profits - their boards and committee chairs. I find that frequently people on teams in non-profits do not have a clear sense of purpose, direction, outcomes, scope. This is highly disengaging in volunteering time when there is a lack of clarity. It gets amplified when you're being paid for work and it's your job.

 

It can sound trite at the surface level - but are really providing a written level of specific, clear outcomes, expectations, goals, deliverables, metrics, and performance desired?

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11 Mind-Blowing Statistics on Employee Happiness [Infographic]

11 Mind-Blowing Statistics on Employee Happiness [Infographic] | Retain Top Talent | Scoop.it
How many people are actually happy at work? Check out these stats that will have you rethinking your employee engagement strategies.
Barry Deutsch's insight:

Great infographic around employee engagement, happiness, and satisfaction. The free food one was a surprise - not sure I buy into that being important criteria - but the other items - right ON!

 

How can you begin an engagement program right now to stop your employees from thinking about "Is the grass greener somewhere else?"

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Most Employees Don't Hate Their Jobs

Most Employees Don't Hate Their Jobs | Retain Top Talent | Scoop.it
They Just Don’t Care About Them...
Barry Deutsch's insight:

The vast majority of your employees just don't care about their job, the company, or their teams. They are just coping with getting by each day doing the absolute minimum of work that you'll tolerate to allow them to keep their jobs.

 

This FORTUNE article is consistent with the primary research from Gallup on employee engagement, and most other studies.

 

What are you doing to combat this apathy, low productivity, and terrible attitude? Do you have a specific written engagement and retention plan to dramatically boost productivity, engagement, and employee satisfaction (remember - there is a direct correlation with employee engagement and productivity/customer satisfaction)?

 

Is now the time to start moving the bulk of your employees from the category of "I don't care" to "I care deeply?"

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Here's How Google Knows in Less Than 5 Minutes if Someone Is a Great Leader

Here's How Google Knows in Less Than 5 Minutes if Someone Is a Great Leader | Retain Top Talent | Scoop.it
After years of study, Google uses a few simple questions to identify the company's best leaders.
Barry Deutsch's insight:

The author (whom I follow and respect) infers that this is a Google original idea. It's not! Furthermore, figuring this out in an interview is NOT a five-minute issue as the article headline proclaims. It takes hours to understand a manager/leaders ability to hire and retain a high performing team. There is NO simple solution or answer to get at it.

 

This is the core of the work that Gallup did and then published in their book "First Break All the Rules" (if you are in management this should be required reading - right after my book on hiring)

 

Almost all of the work in  HR, employee engagement, and retention stems from this groundbreaking research that Gallup did a number of years ago.

 

One of the most important elements of that entire research was the idea that employees want to know what is expected of them in measurable terms.

 

Would you say that every employee in your organization has clear, objective, measurable results, outcomes, metrics, deliverables that are written and agreed to by both the employee and their immediate manager?

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Management or Leadership?

Management or Leadership? | Retain Top Talent | Scoop.it
Organisations underestimate the difference between management or leadership. There is a common quality that separates them

Via The People Development Network, Roger Francis
Barry Deutsch's insight:

I hear this constant debate about managers and leaders. My perspective is that every job at a management level - department head, team leader, director, vice president - has elements of both.
 
However, where most fail is not around have a strategic vision, and it's not around the inability to technically grasp their job. It's on the people management side of effectively hiring and retaining an outstanding group of people who become a high performing team.
 
Is that management or leadership?

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Rescooped by Barry Deutsch from All About LinkedIn to Grow your Business: Social Selling, Digital Selling, Lead Generation, Professional Branding
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Driving Employee Engagement on Your Sales Team | LinkedIn Sales Solutions

Driving Employee Engagement on Your Sales Team | LinkedIn Sales Solutions | Retain Top Talent | Scoop.it
The importance of employee engagement on the sales team is growing in the era of modern selling. Are you taking steps to improve it?

Via Anita Windisman
Barry Deutsch's insight:

This article came off the LinkedIn Sales Blog - but it's applicable to all teams, not just the sales team. One of the key points in the article is about spending time listening to employees talk about their personal lives, anxiety, how it affects them, and what they are doing to stay sane under pressure. Your employees want to know you care deeply about them as a person (one of the most important elements of engagement and retention) by listening deeply and frequently to them.

 

What's in your managerial bag when it comes to listening to personal issues and stories with your team?

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Essential Qualities Of Good And Bad Leadership - People Development

Essential Qualities Of Good And Bad Leadership - People Development | Retain Top Talent | Scoop.it
This article discusses the essential qualities of leadership from a number of perspectives.  It also discusses what we mean by bad leadership. 

Via The People Development Network
Barry Deutsch's insight:

Good articulation of the key elements of leadership, a nice review of good/bad traits, and tools to help improve the development of leadership qualities.

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