Employees tend to be more engaged when they believe that their employer is concerned about their growth and provides them with a path to reach their career goals. Organizations who don’t focus on developing clear career paths are at risk of losing their top talent because employees who feel that they don’t have opportunities to progress in their careers are more likely to leave. According to a recent article put out by Human Resources Today, even as short as ten months of perceived stagnation significantly increases the likelihood of resignation.Read More
Organizations understand the importance of attracting and retaining highly skilled and talented employees. Companies are recognizing that in order to be a desirable place to work, they need to provide opportunities for growth and development for their employees. Organizations are spending large amounts of money creating and implementing employee development programs. However, the important question becomes: is that money being wasted? Read on to learn more about the most prevalent blunders organizations make when designing programs, and some of our remedies for these common mistakes.
As unemployment continues to dip throughout the country, organizations are making difficult choices to fill job openings. No matter what the employment climate is like, it can be very tempting to just hire the best candidate that is in front of you. Rushing into making a bad hiring decision, however, can cost an organization in a number of ways. First, there is the financial cost of hiring the wrong fit, which can run into the thousands or even millions of dollars. Second, is the potential negative impact to the organization’s morale and productivity. Trying to correct the mistake of hiring the wrong person can lead the rest of the team to become dissatisfied or disengaged. Any organization can fall victim to selection and interviewing mistakes. Read on to find out some of our proven tricks to circumvent these common blunders:Read More
Countless organizations use competency models to outline the key knowledge, skills, abilities, and aptitudes (KSAAs) they want to see in their individual contributors, managers, and executives. Competency models provide a structured framework for defining and developing those KSAAs that have the biggest impact on an organization’s performance. When used effectively, they become a roadmap to improved organizational effectiveness. When used ineffectively, they can lead to a lot of wasted time, energy, and expense.
Over the years, we have found that there are 7 common traps that organizations fall prey to when developing and implementing a competency model in their organization.Read More
We all grew up hearing the Aesop tale of the Tortoise and the Hare. Some have misguidedly assessed that the moral of that story was “slow and steady wins the race.” However, if you look a little deeper, the true moral of that story was how over-confidence ultimately leads to peril. From the boardroom to the political pulpit; from the courtroom to the football field, we all have experienced stories of how seemingly “unbeatable” teams suddenly snatch defeat from the jaws of victory. In dismay, we seem to utter, but they were “too big to fail;” “too great to lose.” We often pause, stunned, and ask ourselves “How could this have happened?” The answer to this question at the end of the day is quite simple. We have all seen, time and time again, how the mighty have fallen victims to perhaps the greatest sin of all, the sin of hubris.Read More