A majority of organizations anticipate a deficit in qualified leaders by 2020, and even more upsetting, 71% of companies do not feel their current leaders are able to lead their organization into the future. While the numbers vary across surveys, the overwhelming consensus is that leadership skills are lacking. Meanwhile, US companies spent $160 billion on employee training and education in 2015 alone. Companies are prioritizing skill development and training and employees dream of advancement opportunities, yet there’s still a dissonance. What is holding leadership development back?
Employee management is complicated, and leaders of all levels are constantly in search of the “secret ingredient” to just about every part of the process. Unfortunately, the answer changes depending who you ask, and while there are more than a few important parts to building a successful talent management strategy, everything boils down to retention. After all, you can’t satisfy and engage a workforce that is in a constant state of turnover, nor can you reach optimal productivity. We may not have the secret ingredient to boost employee retention, but we have perfected an amazing recipe to lower your turnover. Below is everything you need and the steps to follow for each.
Leadership. It’s the skill that finds its way into just about every cover letter, job description and career page. Candidates pursue careers that support leadership development while talent acquisition teams dream of applicants with leadership skills. Unfortunately, this often creates a chicken or the egg situation where organizations aren’t prepared to train for the leadership roles they expect employees to take. Then, employees never make it into higher level roles they could excel at or they end up earning management positions they aren’t qualified to hold.
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Implementing programs that cultivate a positive and productive workplace culture is a strategic business imperative. Once it is implemented how do you measure the results of your efforts? Instead of making intangible assumptions, learn how to track, measure, and improve your culture to garner real business results.
Your employees are the lifeblood of your organization. Unhappy, unmotivated employees will reflect poorly on your company. Employees who don’t want to work or who aren’t satisfied with their jobs, will not do their best to grow your brand. High employee morale, on the other hand, can push your business to the top. Luckily, there are things you can do as a manager to ensure employee satisfaction. It all starts with fostering a workplace environment that focuses on professional growth.
Struggling to meet your performance standards? It may be time to examine your leadership strategies. Simple mistakes and oversights by executives or company leadership can trickle down to lower levels and create major problems within the company. Organizational excellence depends on the strength and skill of company leaders. If you’re a leader, follow these tips to optimize performance. With just a few steps in the right direction, you can achieve a wealth of benefits throughout the enterprise.
It is astounding how different today’s consumer is compared to the average consumer of 20 years ago. The modern consumer has grown up with technology and is wary of companies that don’t act according to the highest standards in terms of customer service, website design, and product quality. To stay on top in this highly competitive environment, businesses must optimize all aspects of their operation. At the heart of optimal performance lies a commitment to organizational excellence.