Blogs

Posted 10 months ago

How to Create and Hold on to Top Talent.

​How to create and hold on to top talent.Due to the rapid advancements in technologyand artificial intelligence, companies have been pressured to recreate theirtalent management and capital gain approaches. Companies have also felt more pressure to produce more personalized andinstinctual brand experiences for their consumers. Businesses are in need of workers who can keepup with the demands of society.  Someattributes companies are looking for include: flexibility, technologically proficient, and people-management.  Employers have used flattering perks and highpay for top talent employees.  Yet, theseemployers still struggle with a high turnover rate.  One work study forecasted that one out offour workers would leave their place of employment in 2018.  When asked why, approximately one-third hadsaid that upper-management was not supportive and that there was no room forgrowth. A clear solution would be for companies tooffer better and more effective training and development programs.Unfortunately, it is not as easy as this. There are many business owners that already have extravagant programs inplace and still struggle in attaining their goals. The main problem is thatthese programs must be more catered towards the employee; and yet they are not. In order for any program to work effectively,it must be focused on the user and the user’s needs.  By keeping the employee’s needs in mind andat priority, a business and ensure success, commitment, and understanding. It is necessary to keep training programs intact so that people can learn new skills. However, a business must keep in mind that this is only the first stepin creating a successful environment. The most effective growth occurs only after the formal developmentprograms are completed.  The most growthoccurs within the everyday workplace in which the workers face real challenges. Here are some tips to for business leaders touse to check in and help employees: 1) Askemployees questions to gain awareness. Employees needto know that you understand and are aware of their work-issues. The easiest andfastest way management can be there for employees is by asking questions andfinding out the needs of the workers.  Indoing so, leaders can offer suitable and ideal learning opportunities forworkers.            Schedule personal meetings with each teammember to check in with their current tasks. Encourage the employee to explainwhich skills they feel are easy for them and which they feel they need moreguidance with.  Investigate which areasthey feel are challenging and why they feel that way. Some questions you can ask your employees are:●    What do you find most intriguingand rewarding in your job?●    Are there any tasks that you arefinding a challenge?●    What steps are you making toattain your short-term and long-term work goals?●    Are there any other projects orresponsibilities that you would like to be involved with?            It is important to listen intently to youremployees and create a judgment-free atmosphere.  It may help to repeat (in your own words)what your employees bring up at the meeting to ensure you fully understand whatthey need.  It may also help to limit distractions,such as a computer, and take notes with a pen and paper. 2)Create more opportunities.  Take action and create opportunities forpeople to help develop your employees in the skills that they identified.  Learning moments can be small yet very importantin involving and encouraging employees to practice skills and gain confidence.            Every challenge your employees bring to yourattention is an opportunity for you to help them grow.  Regardless if the struggle is personal (e.g.communication skills) or practical (e.g. technology software), it is importantto address the issue.  In doing so, youare showing your employees that they are valued and appreciated.  It also allows managers to upskill andretrain individuals as new obstacles occur in the everyday work environment. 3) Varylearning opportunities. Always keep in mind whichexperiences are best suitable for the personal needs of your employees.  Take into consideration the employee’stenure, level of experience, and adaptability when choosing learningexperiences.  Smaller experiences, suchas a new or necessary skill, may be suitable when employee’s can depend on amore experienced team member for support. Bigger learning experiences are more appropriate for those employees whocan take risks and step out of their comfort zones.  These employees may have prior experienceattempting certain tasks and can use their skills to work more independently. For example, you have a few employees thatneed to strengthen their public speaking and presentation skills.  The employees who are more shy and lessexperienced with public speaking may benefit more in a smaller groupsetting.  You may consider placing themin a small lunch meeting to learn about public speaking and presentationskills.  For the employee who is moreexperienced and more forward, they may feel comfortable presenting and learningin a larger setting; such as a large company meeting. You may also consider allowing your moreexperienced employees to discover and seek out their own growth opportunities,but still keep structured learning experiences for the less experiencedemployees.   4)Provide consistent feedback.  Set clear expectations for your employees andremember to always provide feedback. This can be one of the most valuable sets of information someonereceives.  As your employees carry outtheir day-to-day tasks, work alongside them to create shot- and long-term goalsto strive for.  Point out what yourworkers are doing well and which things you feel they can still improve on.   It is important to be patient through thisprocess.  Contemplate upon the work youremployees have done and tell them what you feel they are excelling at.  It is also important to discuss theirfailures without any judgement. Regardless of their failures, always point out their efforts in tryingsomething new.  In doing so, you canensure employees are actively applying things they have learned and arereadjusting themselves for improvement. 5) Timemanagement. Before creating new opportunities, determinehow much time you have available to allot to such a task.  What level of support are you able to provideas a manager?  It is important to setrealistic goals and expectations for yourself. It is important to remember that you do nothave to give all of the support on your own. In some situations, you can pair up certain employees with informalmentors or other leaders for support.   When business leaders apply such principles tothe workplace, it will be hard to miss the growth around you. Such principlescan help retain those top talent employees as well.  Open communication from leaders is necessaryfor employees to feel appreciated, understood, and content within their workenvironment.    

Posted over 1 year ago

INTERNET TECHNOLOGY: BENEFITS FOR YOUR BUSINESS

​Productivity is very important. Professionals agree time is money. Businesses always look for creative ways to save money. A business is as successful as its employee’s productivity. Cutting edge internet technology gives executive search firms the tools to source the most qualified candidates in the most efficient way possible.​ REACHING PRODUCTIVITYInternet service providers have a major impact on business productivity. A slow internet speed can cost your business a considerable amount of money. Some service providers implement high speed internet services with additional features to serve you. Their goal continues to be making sure you get the most out of each day. As a marketing contractor, you won’t have to worry about losing out on a candidate such as a Vice President of Engineering due to the frustrations of poor internet connection. A good internet speed helps businesses reach their highest productivity and potential. ENSURING SPEEDThe first thing to be looked for with an internet provider is their speed. Having a slow internet speed can put unnecessary stressors on a business. IT downtime is easily impacted by a slow internet speed. A slow internet speed disrupts marketing goals. Each hour of the day is important and dependent on the internet’s speed. Time is the most important factor when using the internet for productivity! VISIBILITYMarketing strategy depends on a strong internet appearance. Goal is to be visible to customers, new visitors, partners, and other brands. If the target audience is not being reached, it could be the internet speed. A high functioning internet speed ensures reaching and sharing information with the targeted audience. A warning sign of a slow internet speed would be files that take a long time to upload or download. Large presentations and documents are also very important to a marketing strategy. High-speed internet will help executive search agencies get the qualified candidates needed quicker so everything else around the office gets done easier! Don’t risk negative reviews because of a poor internet connection!Need Recruiting Services?Contact Us!