Another blog post reconfirming the studies that show dismal employee satisfaction levels. In my own research I've noted that most of these studies over the last few years peg employee satisfaction, engagement, happiness at sub-25% levels.
This either means an explosion of turnover as the job market heats up - or extremely poor execution, impact, and productivity from your existing workforce.
Here's the comment by the author:
"some studies exposed disturbingly low employee engagement rates. Best companies are figuring how to engage top performers by helping them map their career paths and develop desired knowledge and skills. They do this through professional development classes, executive coaching and training for managers who need to understand how they can spot potential talent and support employee growth."
There were a couple of huge points in this paragraph. First, are you helping your top performers to achieve their work dreams and visions. Are you sitting down with them, discussing their ambitions, desires, expectations, and needs? Are you laying out a career development plan or an annual learning plan?
If you're not having this conversation and being proactive in career mentoring your best performers, I'll suggest that friends, former business associates, and recruiters are having this conversation constantly with your best talent. Wouldn't you rather be driving that bus?
Secondly, the vast majority of your executives and manages stink at understanding what the needs are of top performers. They've never been trained how to spot, develop, encourage, challenge, and stimulate the best people on their team. A few intuitively get it and the rest suffer by having great talent "fire" their boss (leave to seek greener pastures). Shouldn't you be training all your executives and managers how to be great at career mentoring and coaching top talent? Why leave it to just a few of your managers - why shouldn't every single one of them possess this skill?
What's your action plan to raise employee engagement, satisfaction, and happiness through improved career mentoring?
Not only is this concept critical to retaining your best employees in the next few years, it's a fundamental element of recruiting great 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.
In this video by Simplilearn, discover the fundamentals of Change Management and learn how organizations successfully navigate transformation in today's fast-changing business world. From managing workplace change and driving employee engagement to leading digital transformation initiatives, this short video explains the key concepts, benefits, and strategies behind effective change management.
Whether you're a project manager, business analyst, aspiring change manager, or business leader, understanding change management is a critical skill for career growth in 2026 and beyond.
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16 Strategies for Scaling Company Culture from Growing Companies Scaling company culture as a business grows presents unique challenges that require intentional strategies and clear frameworks. We asked industry experts to share how their companies ensure that culture is scalable as they grow.
Great article on best practices in executing on driving culture and values as your grow your company. Many CEOs look at culture and values as soft and squishy issues that take a backseat to more important issues like getting sales or hitting financial objectives.
The reality your culture and values drive motivation, effort, impact, and desire. They make a difference in whether you are able to attract top talent and keep those great people. Number one reason outstanding performers leave is that your culture and values are either horrible or non-existent.
When are we going to realize that creating and executing on culture and values is what drives above average success?
Why declining quit rates may hide workforce issues. Learn how stability masks disengagement and burnout—and what CEOs must do to retain top talent before they leave.
Explores how leaders can build “adaptive organizations” that thrive under uncertainty—from AI disruption to economic volatility—by embedding vulnerability, creating alternative leadership paths, mastering delegation, establishing cultural rhythms, and making feedback transparent...
Frontline workers across diverse industries form the backbone of organizations, yet many still feel overlooked and disconnected from the companies they serve.
Philanthropy isn't just a feel-good add-on — it can fuel business growth, and this article shows founders how to align purpose with profit at any stage.
Discover the leadership strategies that improve employee retention in 2026. Learn how communication, recognition, growth opportunities, and workplace trust help organizations keep top talent.
Employee retention is an organization's ability to keep its current employees and reduce unwanted attrition. Here are 10 strategies that actually work.
The world of work has changed more in five years than the previous 50. Discover 69 employee experience statistics that reveal the impact of these changes.
Margins seem to be getting tighter every year. Customers expect more, complain faster, and switch providers without blinking.In service-based businesses, the...
Culture eats everything - process, strategy, tactics. If you have a great culture - it's easy to attract top talent, management is simple because of the level of discretionary effort shown by employees - initiative, proactivity, self-motivation - and for every percentage improvement around employee engagement with your culture - it has a dramatic impact on customers. 1000s of studies have proven this to be true.
So why do I find through my Talent by Design by Practice that most employees indicate their true company culture is either negative or missing - there is no real culture - it's more of an extension of the negative behaviors of the CEO.
Small investments in making your culture a living - breathing - evolving element of your company - can have a significant impact on talent and customer acquisition and retention. Why do you most companies treat culture like it's after-thought and might happen magically?
Explore current employee engagement trends to foster a motivated and productive workforce. Get the insights you need to drive success in your organization.
In the modern hybrid workplace, successful entrepreneurial leaders must prioritize empathy and intentional strategies to build diverse teams and foster genuine connection, ensuring that flexibility does not lead to employee isolation but instead strengthens company culture.
Braden Kelley is a popular innovation keynote speaker creating workshops, masterclasses, webinars, tools, and training for organizations on innovation, design thinking and change management.
Employee disengagement is more than a morale issue—it’s a signal of leadership misalignment. Learn how Creative leadership can transform silent feedback into renewed engagement and purpose.
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Another blog post reconfirming the studies that show dismal employee satisfaction levels. In my own research I've noted that most of these studies over the last few years peg employee satisfaction, engagement, happiness at sub-25% levels.
This either means an explosion of turnover as the job market heats up - or extremely poor execution, impact, and productivity from your existing workforce.
Here's the comment by the author:
"some studies exposed disturbingly low employee engagement rates. Best companies are figuring how to engage top performers by helping them map their career paths and develop desired knowledge and skills. They do this through professional development classes, executive coaching and training for managers who need to understand how they can spot potential talent and support employee growth."
There were a couple of huge points in this paragraph. First, are you helping your top performers to achieve their work dreams and visions. Are you sitting down with them, discussing their ambitions, desires, expectations, and needs? Are you laying out a career development plan or an annual learning plan?
If you're not having this conversation and being proactive in career mentoring your best performers, I'll suggest that friends, former business associates, and recruiters are having this conversation constantly with your best talent. Wouldn't you rather be driving that bus?
Secondly, the vast majority of your executives and manages stink at understanding what the needs are of top performers. They've never been trained how to spot, develop, encourage, challenge, and stimulate the best people on their team. A few intuitively get it and the rest suffer by having great talent "fire" their boss (leave to seek greener pastures). Shouldn't you be training all your executives and managers how to be great at career mentoring and coaching top talent? Why leave it to just a few of your managers - why shouldn't every single one of them possess this skill?
What's your action plan to raise employee engagement, satisfaction, and happiness through improved career mentoring?
Not only is this concept critical to retaining your best employees in the next few years, it's a fundamental element of recruiting great talent.
Barry Deutsch
Master of Hiring Accuracy
Doctor of Hiring Failure and Pain
Prognosticator of Radical Hiring Improvement
Learn more on our popular Hire and Retain Top Talent Blog
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