Too many organizations focus on employee retention when the goal should be employee engagement.Read More
Groove Management Blog
Articles and Insights
Companies and their needs evolve, they get acquired, they move their offices, they shift their business models and all too often their employees end up as casualties. Career transition is nothing to be ashamed of. It has become incredibly commonplace.
The decision to hire someone with a different work style and approach is the easy part. The harder part is flexing your style as a manager to allow someone with a different work style than yours to be themselves and excel. Too often we try to change people to fit in to an organizations culture. The best companies leverage diversity as a strength. They try to hire people with diverse work styles, and backgrounds and most importantly they create space within the organization for people to play to their personal strengths.
Does your organization suffer from a repeating turnover issue? A root cause analysis might surface the reason behind your issue. We refer to repeated turnover in the same role as Churnover and it is the easiest type of turnover to address.Read More
When working with senior leaders one of the biggest hurdles is to get them to see constructive feedback in a positive light. Too often leaders think feedback is an attack on them. Referring to feedback as a gift opens their eyes to the positives.Read More
One of the most difficult tasks of a leader is to maintain a team of A players. Steve Jobs once famously said “A players hire A players and B players hire C players.” Research has shown that A players outperform B players 2x on essential tasks and 10x on creative tasks. So why do so many leaders live with mediocre talent on their teams?Read More
As a former leader that I worked with always said using the military term, you want “Fewer soldiers, better fed”. A headcount freeze is an opportunity to increase hiring not freeze it. The problem is that too many organizations mix up the intent versus the impact. It is important to be very clear on the goal. If the goal is to freeze employee expenses (salaries and benefits) at their current level, then a headcount freeze can achieve the same result as a hiring freeze, but in a much more effective manner.Read More
Cost cutting has become a standard operating procedure for many organizations, but there are hidden costs in cutting costs. Culture suffers the most and the cost to a culture might be ireparable.Read More
Valuing talent is the key to achieving sustainable results. With the right team in place an organization’s opportunities can be boundless. A focus on talent must start with the CEO, as she or he needs to show their commitment to hiring, retaining and developing their people even in the face of market headwinds.Read More
One of the biggest issues facing many our Groove Management’s clients is employee retention. Turnover is up across the board. Voluntary attrition rates continue to climb because the job market has heated up. Employees are recognizing that there are a lot more opportunities in the marketplace than have existed during the past eight years. With the aid of LinkedIn and other socialrecruiting tools, recruiters are doing a better job of identifying passive job seekers. The end result is that companies are struggling to hold onto their top talent.Read More
An engaged workforce can dramatically improve an organization's performance and conversely disengaged employees can be the poison that ruins an organization. Many organizations, especially large ones run an annual or bi-annual employee engagement survey to measure the level of engagement in their organization. If designed properly and administered well these tools can provide a good gauge of employee engagement.Read More
Does your organization have a well developed talent acquisition strategy? Have you considered your existing customers as a potential target audience for your open roles? Are you sick of your current job?Read More
Phone screens while helpful are not the most efficient way of determining if there is a match. If the phone screen goes well it usually leads to a face-to-face interview. My question is why not start with the face-to-face interview? The simple answer is time and cost. If a candidate is another city there is the travel expense and it can be difficult to schedule the face-to-face. I agree that initial screenings
are important, but the approach could be improved.