Most — possibly even all — industries are likely to undergo some type of transformation within the next few years, whether because of new technologies, industry consolidation, or other competitive pressures. Theses changes will affect consumers, organizations, and even employees. In the midst of an industry-wide disruption, how can HR leaders of organizations retain employees and keep them motivated? Keep them engaged.
If you are like most employers, you squander the best opportunity you have to engage, shape and retain them as employees. Most employers are so driven to find talent and make a good first impression through the recruitment process that they neglect to think about what will happen once the employee shows up on their first day, ready for work.
Think about a leader in your life who people deeply commit their time, talent, and hearts to.
I’m talking about the kind of leader who values and recognizes the greatness in others – even when people do not believe in their own greatness. This kind of leader thrives on creating an environment where people are “all in.”
Much of the millennial generation says they can’t describe their jobs and professional roles to their parents and grandparents because their older family members just don’t get it.
Millennials have a higher degree of digital literacy than their parents and grandparents, which means they’ve been trained and have the ability to use digital devices at work to fill needs of quick communication, efficient collaboration and stellar performance.
It's a candidate's market, and high quality talent is much more challenging to find and acquire than it's been in recent memory. According to a recent research report, it now takes about double the amount of time as it did during the Great Recession to fill the average position. In such a competitive talent market, recruiting leaders need to measure and analyze the performance of their teams in a never-ending search to build competitive advantage.
Apprehension, perhaps with a side of excitement (in disguise) sets in as you take a hopeful hike into your boss’s office lair.
Your boss awaits your arrival, polished and well prepared with a report, notepad and pen handy.
Employees approach management multiple times per week to talk about their development, how they can get a promotion and when it might happen.
The Leadership Challenge® is a global campaign to liberate the leader in everyone. Approaching leadership as a measurable, learnable, and teachable set of behaviors, our framework grew out of rigorous research that first began in 1982, when we set out to understand those times when leaders performed at their personal best.
Many are familiar with the book Who Moved My Cheese, by Spencer Johnson, MD. For those that are not (or if it has been a while since you’ve read it), the book tells the story of two mice (Scurry and Sniff) and two tiny men (Hem and Haw). They live in a maze and their world revolves around a big pile of cheese that they find. The men build a house of cheese and the mice and men feast on the cheese. There is plenty to go around. Things are great for a while. The mice are the first to realize that eventually the cheese will run out, so they embark on a search for new cheese. The men, however, stay behind and are in complete denial. They keep living life as if nothing will ever change.
In the face of adversity, why do some people flourish while others fold? The essential condition required to live a flourishing life is not found in the absence of challenge, but rather in a person’s ability to persevere amidst trials. Resilience is demonstrated in both positive and negative life events.
If there is, in fact, a certain amount of time from employees’ first day of work until the day they reach high performance goals, how can leaders prepare them to be productive and dynamic from day one?
Leaders who expect to see results in their strategic design implementation have to focus on all parts of the organization and remember that even in tough times, transformation never really stops.
When components of the workplace are collaborating to facilitate change, only then is a strategic design successfully implemented. Change is common in organizations, but not all transformations achieve results.
There’s a reason why Steve Jobs, Barack Obama and Mark Zuckerberg wear the same clothes on an everyday basis. It is the same reason why most great leaders choose to put on their running shoes first thing in the morning. So look around. How do you plan to beat ego depletion?
Just about a year-and-a-half after its Grand Opening, ivivva Kenwood Towne Centre will have closed its doors. Even the longest-running ivivva employees experienced a very short tenure with the company, but their time should be valued, and the departure should be handled with the best of practices and highest sensitivity.
Research findings have repositioned job candidates as key customers of recruiting -- a product from about seven years of studying ways to improve the treatment of applicants. If talent acquisition leaders see candidates as top customers, they’ll treat them as though: with exceptional service.
Nearly a third of the hourly workforce see their jobs as the start of a career path with the companies they work for. With the cost of recruitment so high, doesn’t it make good business sense to focus on developing those employees who want to grow with the organization?
Good coaches drive results, both on and off the field. At HCI, we’ve spent several years studying the effects of coaching in the workplace, and a results-driven coaching approach has more in common with the sports we love than you might expect.
We’ve all felt it – the excitement, and then anxiety, that comes with undertaking a new initiative. The amount of information and resources available on given topic in today’s digital age can at first seem helpful, and quickly leave you feeling ‘where do I start?’
A survey conducted by IBM in 2015 highlighted that one of the biggest fears CEOs had was to be “Uber-ized” - having their industry get disrupted by a digital start-up that presents a transformative new model for how consumers utilize a service or product.
Our priority at HCI is ensuring that you always find something new to learn and use when you visit HCI.org. With that in mind, we are continuously conducting new research, seeking innovators in the HR space to keep you on the leading edge of trends and opportunities, and sharing that work with you through this website, our conferences, and our courses.