There is nothing more important for the long-term success of your team, department and company than nurturing, motivating, recognizing and rewarding your best employees. Do it right or don’t do it at all…no, scratch that, figure out a way to do it right no matter what! This is the final week of three where we are outlining the 17 ways to keep your great employees engaged and help them continue to out-perform everyone else. Two weeks ago week we began with selection, onboarding and promotions. Last week we examined recognition, rewards and resources. And this, our final week, we will take a look at general commitments that top talent appreciates.

.

Read more ...

There is nothing more important for the long-term success of your team, department and company than nurturing, motivating, recognizing and rewarding your best employees. Do it right or don’t do it at all…no, scratch that, figure out a way to do it right no matter what! This is week two of three where we are outlining the 17 ways to keep your great employees engaged and help them continue to outperform everyone else. Last week we started with selection, onboarding and promotions. This week we’ll examine recognition, rewards and resources.

Read more ...

There is nothing more important for the long-term success of your team, department and company than nurturing, motivating, recognizing and rewarding your best employees. Do it right or don’t do it at all…no, scratch that, figure out a way to do it right no matter what! Over the next three weeks, we’ll outline the 17 ways to keep your great employees engaged and help them continue to out-perform everyone else. This week we start with selection, onboarding and promotions.

Read more ...

I’ve brought back several former employees, some of whom had resigned and some I asked to leave. I’ve had some successes and some failures doing this, so in this post I’ll share my perspective on the issue.

In all cases, you should start from scratch in your decision-making process. By this I mean that whatever your process is for considering a complete stranger, put this former employee through the same process. Consider everything you learned about this person during his or her employ to be extremely important information, but don’t make the mistake of relying solely on that information. You’ll learn new, important things when you go through your standard process.

Read more ...

Forbes recently reported that among the world’s top 2,500 publicly held companies, the cost to shareholder value of an unplanned CEO departure comes in at $1.8 billion more than a planned departure.

That’s a lot of zeroes. Way more zeroes than the average salary of those CEOs.

Most of those unplanned departures result from bad hiring decisions. Based on an average CEO salary of $12 million for Fortune 500 companies, that makes the multiplier on a CEO’s salary greater than 100x if you want to understand just how costly the wrong hiring decision can be for the world’s top companies.

Odds are, your company is not among the world’s top 2,500. Maybe your organization isn’t even publicly held. For you, what is the cost of a poor hiring decision in the highest ranks of your company?

.

Read more ...

SCROLL TO TOP