Leaders often spend their time trying to get their team to work together. Forcing them to collaborate is rarely very effective and only works temporarily. Instead, encourage them to proactively work together with a 'workplace exchange' of activities; and watch their productivity and morale take off.
Leaders can quickly increase their team's productivity by introducing a new habit to help them work more effectively. This seems counterintuitive, but if you and your team stop working 15-minutes before you walk out the office door or log off your computer and reflect on what you learned, you can boost productivity over 20 percent.
When you lose one of the best people on your team, it can damage your team's productivity, and it often means more work for you. It's even worse when you aren't equipped with the budget to retain them. The good news today is that some of the easiest and best ways to keep your best team members doesn't involve throwing money at the problem.
Most leaders give employee recognition based on what they "think" their team wants. Instead of wasting resources on ineffective recognition strategies... just ask.
When employee turnover escalates, leaders often focus on controlling direct costs like rehiring and retraining. However, they miss a more insidious cost that's even bigger. When a job sits open it damages team productivity. The good news is that the impact can be mitigated, and your team can even come out stronger.
Disrupt HR is an idea exchange designed to energize, inform, and empower business leaders. Enjoy my 5-minute presentation.
Leaders often lose great talent because there's no promotion available. However there is a way to promote your top talent when there's not a position without creating a log jam at the top or having payrolls swell. The key is to insert more steps for advancement within the career tracks you already have.
Job descriptions are often written according to the needs of the team, the boss, and the organization. What if you had an opportunity to write your own job description that’s beneficial for you as well as your organization? Let’s get some inspiration from history and learn about the Michelangelo method of transforming your job description.
High employee turnover can be catastrophic for the CEO and their entire organization. So if you've got 6 months to reduce employee turnover with a limited budget, how do you approach it? That's where my recent interview with JF (Jean-François) Goldstyn, Chief Learning Officer at SQS Software Quality Systems, comes in.
