Employment Enterprises Blog
As a certified WBENC organization, the Employment Enterprises team has attended plenty of WBENC events to connect with fellow businesswomen. VP of Workforce Solutions, Colleen Clokus, and Business Development Director, Amy Harkins, recently went to the ORV-WBC Catch the Wave conference where they met Millennial business-owner Katie Wormald. [pictured center-left]
People at Google love data. They measure everything. A few years back, they launched a research initiative called Project Oxygen in order to measure and improve key management behaviors at Google. This initiative is highlighted in a 2013 Harvard Business Review piece by David A. Garvin, professor at Harvard Business School.
Balancing between training current employees to fill future positions and investing in staffing processes to land top-tier external candidates is tricky. Even if you’ve already found (and hired) your next top performer, it’s important to know the pros and cons of developing talent within your company.
In a world where culture and values are the keys to engagement and business success, the adage, “Hire for attitude, train for skill,” may be out of place.
This month, The Royal Albert Hall hosted the annual Institute of Directors Convention. International Rescue Committee’s CEO David Miliband, fashion designer and entrepreneur Anya Hindmarch, and NHS England CEO Simon Stevens took to the stage to share their experiences of breaking boundaries in business. The event closed with explorer extraordinaire Sir Ranulph Fiennes who shared anecdotes and imagery from the various expeditions he has carried out over his incredible career. Then, he revealed his secret to success: “Getting the right characters was critical. You can teach skill but you can’t change character.”
It is quite a big leap to make the transition from team member to leader, and many new supervisors are not prepared for the challenges that await them. HR is a big part of the promotion process when the decision is made to move someone into a supervisory role, and it is important that we’re supporting new supervisors and giving them the tools to succeed as leaders. This includes training, ongoing support and mentorship.
Did you know that...
- turnover averages about 17% per month for the first three months (including as much as 16% in the first week)?
- 81% of those who leave are entry level / intermediate level;
- 46% of new employees washout in the first 18 months; and
- 45% felt over $10,000 is wasted on ineffective onboarding.
I don’t know any time when you could become obsolete or irrelevant quicker than today. The world is moving faster than ever. New technologies are changing the way we work and live our lives. We have to stay current with trends and be willing to change regularly.
If you ask most CEOs what makes companies successful, there’s a good chance their answer will include the quality of the people that work there. Great talent tends to make for great companies, and we know that maintaining a top-notch workforce depends on recruiting the right people. But it also depends on retaining them.
Companies want to attract the best talent. People want to work for the best companies. The definition of "best" varies, of course, but that's the beauty of a brand: it doesn't have to be “one size fits all.”