Category Archives: Talent Management

Celebrate Your Employees With High Impact Recognition

 

Portrait Of Business Team In Office Celebrating

Last year I had the opportunity to help a client combine their annual holiday lunch appreciation event with a management development program on the power of recognition.  The nature of this client’s busy business prevented them from being able to get their managers together very often for a training.  This event was an ideal way to combine a management development program with their annual holiday event. The business owner enhanced the motivation of her managers by providing them with recognition and the managers learned strategies for providing high impact recognition to their employees.

Whether you give your employees gifts, cards, bonuses, or have a public forum for letting your employees know how much you appreciate them, make sure each and every employee is aware of the specific ways they contribute to the success of your organization.  And keep in mind that for recognition to be effective, it should be given throughout the year and tied to individual and team performance goals.

When given correctly, the recognition you give will enhance motivation, improve productivity and increase the retention of your top talent.

 

Alisa Blum & Associates works with businesses & organizations to select, develop and keep a high achieving workforce.  

Retain Top Talent With These Three Questions

job interview-young employees

As Boomers retire and Millennials begin to dominate the workforce, it is essential for managers to retain top talent.  One of the best ways to keep top Millennial talent is to have frequent career development discussions.

Managers can initiate the career development discussion by asking their employees these three questions:

  1. In what areas of your work do you feel the most successful?
  2. What parts of your work give you the most satisfaction?
  3. What ideas do you have that would simultaneously create a career opportunity for you and increase the success of our organization?

Keep in mind that career development is a process.  Your employees will likely need time to reflect on these questions, and may need assistance to fully explore their career goals.  The manager’s role in this process is key because employees often are not likely to openly discuss their career aspirations without encouragement from their manager.   You will find that these discussions will go a long way to enhance motivation, increase productivity and reduce turnover.

Alisa Blum & Associates offers consulting, training and coaching to enhance motivation and improve productivity.  For questions about our services and schedule a free consultation, please contact Alisa at (503) 524-3470 or alisa@developtopemployees.com.

Recognition: A Key Employee Engagement Strategy

Very Important Person

Despite all of the research that has demonstrated what a powerful employee engagement strategy recognition can be, it is often overlooked.

It’s common wisdom that managers typically spend 80% of their time with the 20% of employees that aren’t performing well. One reason this occurs is because managers believe that their primary responsibility is to correct skills or behavior, so they mostly pay attention to problem areas. They aren’t even aware that they aren’t paying attention to the employees are performing well and don’t realize the benefits that organization’s reap when they provide recognition. What would happen to your business or organization if managers spent 80% of their time rewarding the employees that are excelling? My guess is that you would see significant increases in employee engagement, which we know leads to higher performing organizations.

I challenge you to start treating your high performing employees as if they are VIPs and notice what happens. For specific skill development in this area, click on this link Recognition: a Key Factor in Talent Development to see a sample of an e-learning program I’ve developed that teaches verbal recognition skills.

Contact me to explore how we can help you develop a more engaged workforce.

Increase Employee Engagement Through Talent Mobility

talent mobilityOne of the best ways to increase employee engagement is by providing opportunities to learn and grow. This is especially true for our youngest and fastest growing group of employees (the Millenial Generation) who are more likely to change jobs when they begin to get bored. With the continued pressure to do more with less and the increasing need to nimbly adapt to changing business conditions, it is essential for companies to create a mobile talent pool in which you can tap for advancement.

Here are some steps your organization can take to create a mobile talent pool:

  1. Identify a group of employees who are flexible, adaptable and easily integrate new information.
  2. Pinpoint where you are most likely to have the need for cross training.
  3. Use an assessment tool to benchmark your needs and determine which employees can best fill these needs.
  4. Ensure your managers are trained to have regular career development discussions with their employees.
  5. Identify which employees will excel at mentoring your mobile talent pool, and put them to work as coaches.

Feel free to contact us for a complimentary consultation to explore how we can help you reduce the cost of turnover and increase productivity by creating a mobile talent pool.

Top 10 Strategies for Developing & Keeping Top Talent

Are you concerned that your highly skilled employees will leave your organization? Do you wonder what you can do to maximize employee satisfaction and productivity?

I have found that the following tactics have helped companies create increased employee engagement, reduce turnover and develop a more productive workforce:

  1. Find out why your employees like working for you.
  2. Ask your employees what would keep them from leaving your company.
  3. Let your employees know how valuable they are.
  4. Transition to a flatter organizational structure where entry-level employees can easily provide input to top management.
  5. Provide a variety of opportunities for professional growth.
  6. Make sure your managers provide frequent feedback.
  7. Focus on maximizing your employees’ strengths.
  8. Provide options to enhance work/life balance.
  9. Reward creativity and innovation.
  10. Encourage open communication about differing perspectives.

Which of these tactics are you using? What results are you seeing as you consciously set out to engage your employees? Please feel free to contact me for a free consultation to discuss specific strategies your organization can implement to help you develop a high achieving workforce.