Holding regular one-on-one meetings with your employees is a major component of employee coaching and good management.
The cost of losing an employee at any level is significant. Losing an entry-level employee can cost you up to half their salary, but losing a senior level executive can cost more than 400 percent of their salary.
Those are just the direct turnover costs. When you lose executives, there are other costs to the company, including loss of momentum and sometimes damage to the company’s reputation. That’s why companies invest so much time in the executive search process. Despite all that effort, 40 percent of executives who take a new position fail during their first 18 months in the job.→ Read More
Simply by position alone, managers have a major impact on employee productivity. This is good when the manager has the skills and experience to get the best work out of their direct reports. It’s not so good when managing slides into micromanaging. As anyone who has ever worked under a micromanager can tell you, it’s a surefire method of making employees feel stressed and disengaged. Here are a few tips on how you can recognize when supervisors are veering into micromanagement terrain and guide them back to supporting their staff members in a healthy way.→ Read More
How do you choose which employees to promote? If you’re like most managers, your answer is straightforward: You move up the workers who perform their duties most competently. Unfortunately, relying on strong performance as your only criterion for promotion may cause your organization to suffer from the Peter Principle. This principle was identified over four decades ago by Dr. Laurence J. Peter and Raymond Hull. They observed that as workers were steadily moved upward in a hierarchy, they eventually reached a position where their competence could no longer warrant further promotion.→ Read More
Are you hesitant to put Millennials in managerial roles because of their youth and lack of experience? This hesitancy is certainly understandable. As an experienced professional manager, you’re well aware that years in the industry provide insights that no newcomer can automatically acquire. However, it turns out that your company can still benefit from the unique skills younger staff members can bring to leadership roles. Here are three reasons you should look for Millennials with characteristics of a good leader and give them a chance to shine.→ Read More
Marcus Buckingham, best-selling author and founder of TMBC, outlined the three seismic shifts in talent management that will take an organization’s focus down to the local level, upset the traditional performance review process, and up-end traditional competency models. During his keynote at Achievers Customer Experience (ACE) 2015, Buckingham explained that organizations will need to move from big data to real-time, reliable data.
According to him, performance ratings data is typically “garbage” because it is generated only once or twice per year, and it’s based on the fallacy that human beings can be reliable of raters of other human beings.→ Read More
The three seismic shifts that will affect human beings, human capital, and human resources, according to Marcus Buckingham, best-selling author and chair and founder of TMBC, will change organizations’ focus down to the local level, upset the traditional performance review process, and up-end traditional competency models.
At Achievers Customer Experience (ACE) 2015, he elaborated on the first of three: the shift from serving the organization to serving the team leader. As he noted, in any given company, with policies, procedures, culture, and environment being equal, the success of teams can still vary wildly.→ Read More
There are three seismic shifts underfoot that will affect human capital, human resources, and the human experience at work.
These shifts will force organizations to zoom in from their broad, depersonalized view and instead take a localized, team-based approach to talent management. According to best-selling author and management expert Marcus Buckingham, organizations need to overhaul the traditional performance review process and upend existing competency models.
The threshold competencies for a successful leader are IQ, technical skills, and emotional intelligence (EI). While most of us would think that IQ and technical skills are most important, in reality EI is twice as important as a predictor of leadership success.
In her Achievers Customer Experience 2015 (ACE) session, Bobi Seredich, co-founder of Southwest Institute for Emotional Intelligence, explains how EI is not only important for leaders, but also organizations as a whole. According to Seredich, EI and the ability to connect with your colleagues becomes even more important as one moves into senior leadership positions.→ Read More
As a manager, you need to be able to shape the performance of your staff and offer guidance and course corrections as needed. Giving feedback to your team can be tricky, however, since sounding too negative or critical may cause your listener to simply shut down. Here are a few feedback techniques you can use to guide your employees in a manner that encourages them to perform at their peak.
Center feedback on business outcomes
Many businesses follow specific procedures when they welcome new employees aboard. Typical activities include tours of the workplace, meeting fellow employees, and completing paperwork. These types of activities can improve employee engagement within the first few weeks, and they help employees understand what is expected of them. However, some businesses skimp on those welcome procedures with temps and interns, thinking: “Well, they won’t be here long, so we don’t need to invest in them.”
Thinking like this is a mistake. First, it leads to wasted time and wasted money as interns and temps struggle to acclimate and become productive.→ Read More
Employee onboarding is an essential part of the hiring process, and when it’s done effectively, it can set the foundation for long-term success in the employee’s new role. Too often, however, managers don’t realize the importance of onboarding and the long-term benefits of training and development, so they end up providing a poor-quality employee experience. This has very real effects: according to SHRM, “Half of all senior hires fail within 18 months in a new position, and half of all hourly workers leave new jobs within the first 120 days.”
Do you know the best practices for effectively onboarding your new hires?→ Read More
A good leader can make all the difference in a team’s success—and longevity. And one key to encouraging a culture of recognition lies within your leaders. Leaders come in all shapes and sizes, too—they’re not just managers.
Appreciating employees is an everyday thing here at Achievers, and in honor of Employee Appreciation Week 2015, we thought we’d share some of our favorite links on leadership to inspire recognition—and leadership—today!
Become a better leader by thinking like Swiss cheese – Lifehacker
You don’t have to be a CEO to develop leadership qualities – Entreprenuer
5 Ways to transform yourself into a leader – The Daily Muse
How are you recognizing your colleagues for Employee Appreciation Week?→ Read More
Appreciating employees is an everyday thing here at Achievers, so in honor of Employee Appreciation Week 2015, we thought we’d share some of our favorite links on innovation to inspire recognition—and innovation—today!
- How Adobe kickstarts innovation from its employees – Fortune
- How the Post-it note could become the latest innovation technology – Fast Company
- IDEO: Big innovation lives right on the edge of ridiculous ideas – 99U
- How to create a culture of innovation – Fast Company
How are you recognizing your colleagues for Employee Appreciation Week?→ Read More
This week, Canadian ad agency, Union Advertising, shows us how they reward their employees for their hard work. While obviously a spoof, the hint of truth to the ad will strike a nerve with most of us, and is a great example of how not to treat your employees.
Are there really employers like this out there? I hope not.
Instead, we’d love to hear what your organization does that actually puts a smile on your face and makes you feel recognized and rewarded.→ Read More
The “open door” policy is ubiquitous in the business world, but following through on that practice can be a challenge. Many of us set out with the best intentions, but when we’re at the point of crossing the proverbial threshold, we chicken out.
Sound familiar? Don’t worry; you’re in good company. This week we’re sharing some of our favorite insights on infusing transparency, and creating a culture of constructive, consistent feedback in the office.
Are you ready to feel inspired and motivated by some of the top companies worldwide?
With new businesses popping up everywhere, “fun and hip” companies are pretty widespread. Businesses claim bragging rights based on all sorts of measures, like great benefits, cool products, flexible work hours, and free lunches. So how can we differentiate these surface-level trendy workplaces from truly amazing companies?
One way is to ask the company’s building blocks – its employees. Unfortunately, based on measures of employee engagement, amazing workplaces are not quite as widespread as they appear.→ Read More
As more and more Millennials graduate and enter the workforce – while Boomers begin to retire – HR professionals and employers seek to understand how to effectively manage both generations while ensuring a smooth knowledge transition. But with generational stereotypes, a modern workplace and a potential skills gap, effective management and mentorship can be a challenge.
Craig Malloy, Cofounder and CEO of Lifesize Communications, recently guest wrote for Forbes and discussed the challenges and opportunities that come with managing Millennials and Boomers in the workplace.→ Read More
Guest blog post by Rebecca Rodskog, a workforce crusader and the Founder of FutureLeaderNow, LLC
“If you are deliberately trying to create a future that feels safe, you will willfully ignore the future that is likely.”
― Seth Godin, Linchpin: Are You Indispensable?
One of my mentors, Seth Godin, who I was fortunate enough to work with through his FeMBA program in 2010, speaks a lot about organizations’ (and individuals’) propensity to do what’s “safe,” or at least perceived safe, to avoid risk and potential failure.→ Read More
Gallup research shows that bad managers are responsible for actively disengaging employees, costing the U.S. an estimated $450 billion to $550 billion annually. Read more to find out why bad managers are catastrophic for businesses.
In our biweekly column, Ask Amelia, Achievers’ head of HR Amelia Generalis addresses reader questions on creating Employee Success™. This week Amelia gives tips for HR to add value and get into the business discussion.
Contrary to conventional wisdom, new research suggests that few employees leave companies because of a conflict with their managers.
With March Madness approaching its dramatic finale, we looked to college basketball for tips that will help managers be great coaches. Learn and share these six elements of success to help take your team to the big dance of your industry.
Positive feedback and recognition clearly amplify key behaviors that drive results. But what happens when you are faced with employee behavior that misses the mark? Find out why Harvard Business Review believes you need both positive and negative feedback to improve team performance.
In this recap of our recent webinar, you’ll learn how powerful analytics, communication, and transparency help managers make better decisions to unleash their talent, and how this manager insight impacts employee engagement and performance.
“Flexible schedule” is an oxymoron, according to Jody Thompson, author of Why Managing Sucks and How to Fix It. Learn how the shift to a results-only work environment (ROWE) can free your team to do their best work—whenever and wherever they work best.
Jody Thompson, author of Why Managing Sucks and How to Fix It, argues that effective leaders manage work, not people. Let go of office hours and focus on results.
Each week there is a fire hose of HR articles and stories. With this volume, how can one find the quality over the quantity? Solution: we handpicked a selection of must reads that will help you get the most out of your of time and walk away feeling informed and knowledgeable.
“As firms reach across borders, global leadership capacity is surfacing more and more often as a binding constraint. According to one survey of senior executives in McKinsey Quarterly, 76 percent believe their organizations need to develop global-leadership capabilities, but only 7 percent think they are currently doing so effectively.” Implementing an online rewards and recognition program into your business will allow your leaders to give feedback in real time no matter where they are in the world. Having a consolidated ‘one-stop shop’ platform for your company will minimize the pains of cross-border leadership.
Dear A Advisor,
Many of the teams in my company are expanding and I’m looking for new managers to lead them. I’m looking for candidates that will fit in well with my teams’ cultures, but who will pinpoint improvements to be made in the teams. Since my teams already have a strong culture, I think it’s particularly important to protect it. How do I determine whether a candidate is able to balance these competing demands?
Looking for Leaders→ Read More
It’s common knowledge that businesses need to understand their customers in order to be successful. Companies that have a thorough knowledge of their target market are better equipped to produce and deliver superior products and services to their customers. The way companies gain this knowledge is to listen to their customers. Listening to your customers helps you learn about their pains and struggles so you can create the innovative solutions that they will want to purchase.
In Janine Popick’s article, “Talk to Your Customers; You Might Learn Something,” she discusses how CEO’s need to make themselves available to see what customers are saying and communicate with them directly.→ Read More
Fast Company recently launched a series of videos asking successful Presidents, CEO’s and Executives how they acknowledged individual achievement in a collaborative environment. They interviewed a wide variety of professionals including Diane Scott, President of West Union, Padmasaree Warrier, CTO of Cisco, David Lieb, CEO of Bump and Pasha Sadri CEO of Poylvore to name a few, the overriding response? Recognizing individual performance is key to creating a successful business and team. In todays fast paced and competitive environment, recognition will help motivate and encourage employees.
Like many people across the globe, I was glued to my TV for two weeks watching the Summer Olympics. Not only am I impressed by the Olympic talent, I’m also impressed by the coaches that trained them. It takes years to prepare for the games, and it’s admirable how these coaches inspire and challenge athletes to reach their greatest potential. They are the best coaches in the world because they are brilliant at leading their teams to success.
In the workplace, this type of leadership is displayed through great management.→ Read More
There is no “I” in team – but there is certainly a leader.
Teams are a fixture in the workplace, and they exist at all levels of an organization. With respect to employee engagement, team leadership is essential to success because the team must understand what needs to be accomplished.→ Read More
Are great leaders born or made?
While there is sufficient evidence for both sides of this debate, the key take-away is for leaders to constantly focus on improvements and raise the bar. At Achievers, we foster a fast-paced and dynamic workplace where processes evolve based on business opportunities and our organization’s vision to be the global leader in rewards and recognition. The best leaders are able to adapt to constant changes, and strategic thinking is one of their most powerful tools.→ Read More
When we receive bad news, we tend to sweep it under the rug and pretend it isn’t happening. We either do this as a coping mechanism or to ensure that the news doesn’t get out. While it may be the easy thing to do, it is typically not the right thing to do. If our news affects others, we should be honest and transparent about it.→ Read More
Picture this: you drag yourself out of bed at the crack of dawn for exercise boot camp. You’re barely awake but have already committed to the challenge; you just need a little guidance. The boot camp leader blows his whistle for warm up, yet remains seated and offers zero feedback during the session. Your workout falls flat and demotivation ensues.
There is nothing more demotivating than a poor leader. We’ve all experienced this trend and have suffered from the results.→ Read More
Leading a team to success is no easy feat. When you look at successful sports teams and dissect their elements of achievement, it certainly has something to do with having the right people in the right place at the right time. But it also extends beyond talent to having a strategic and effective coaching that prepares and leads the team to win. There are three benefits that coaches have that translate to the workplace. Managers can utilize these coaching best practices to help in closing the loop in the Effective Management Cycle.→ Read More
“Effective management is critical to driving motivation. Historically, successful management was defined as the ability to obtain compliance from employees. Today the science of motivation overrules this notion by illustrating a significant gap between compliance and engagement. The key to successfully building employee engagement is by instilling autonomy in employees.”