The same qualities that describe a good listener, describe a good leader: respect, concern, an openness to new ideas, empathy, compassion, curiosity, trust, loyalty, and receptivity. However, one of the lowest rated behaviors in 360-feedback surveys for managers is listening.
Although cross functioning teams are the rage, and at times rightly so, it appears that too many bosses are like the adage too many cooks. According to a Gartner survey, more than two-thirds of employees around the world say they have to consult with more than one boss to get their jobs done. What does that mean? It means that these employees waste significant amounts of time waiting for guidance from senior leaders.
The White House Administration’s Council of Advisors on Science and Technology predicts that by 2020 the U.S. will be short 1 million tech professionals. How can employers do their part to help this growing shortage?
A majority of Americans (62%) agree that apprenticeships—or “earn while learning” vocational opportunities—make people more employable than going to college, according to the results of the latest American Staffing Association Workforce Monitor® survey of more than 2,000 U.S. adults conducted online by The Harris Poll.
A recent study by Korn Ferry revealed that if not addressed, the skilled talent shortages could have significant impact on global economics by 2030.
Employees today are more likely to job hop than ever before. Millennials in particular have earned, whether legitimate or not, a reputation for job hopping. But the latest research shows that if employees, even Millennials, are engaged and have learning opportunities in the workplace, they are less likely to leave.
A new Korn Ferry survey shows that if new hires aren’t happy, they’ll leave.
While routines are generally good, being a little too rigid with your work routine can reduce your creativity. Making small changes to your daily routine can spark creativity and reduce the day to day drag.
As employers bemoan the harsh reality of the lack of qualified workers, other organizations are taking steps to overcome the obstacle, including creating their own in-house education programs.
According to a new survey by Korn Ferry of nearly 5,000 professionals, being bored and lacking challenge is the number one reason employees will seek a new job in 2018.
A change is coming to talent pipeline development. Can’t find an engineer or computer analyst, for example? Why worry about college graduates when employers can develop their own through apprenticeship programs. Long associated with skilled trade workers, electricians, etc., the European model is coming to America.
Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. It increases the likelihood of having internal, experienced and capable employees that are prepared to assume these roles as they are vacated. Succession planning is crucial in order to avoid an organizational crisis when someone in a key role leaves.
Just to be sure you caught what the title states – millennials are quitting jobs they LIKE. A new study by Qualtrics and Accel found that 74% of millennials who like their jobs plan to leave within the next three years. Why would anyone quit a job they actually enjoy and are happy at?
2017 is right around the corner, and the HR industry is ever changing. The war for talent continues to evolve, performance reviews as we know them are disappearing, and just when we figured out the Millennials, Generation Z is entering the work force. Let’s look at some trends being predicted for 2017.
A recent survey from Xerox HR Services suggests that employers have shifted their attention from controlling costs to rewarding top performers. In fact, data from their 2017 Compensation Planning Survey shows that 53% of participants reported that their highest priority in the coming year is to retain top talent.
Is your learning and development (L&D) function tactical or strategic? In a September 2016 Chief Learning Office article, titled "The Cultural Revolution," Dan Pontefract makes a compelling case for moving the L&D function from order takers to culture leaders.
Empathy is hard to learn and nearly impossible to teach. It’s a skill that is part of the national workforce’s soft skills gap that is continuing to widen. But some companies, like Ford, are developing new creative ways to bridge this skills gap.
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